Reasonable adjustments at work in the UK: what you can ask for (and how)
If you're neurodivergent and working in the UK, you have a legal right to reasonable adjustments. That right exists whether you've been formally diagnosed or not. Whether you've been in your job for ten years or ten weeks. Whether your employer has a neurodiversity policy or has never heard the word.
This guide explains what reasonable adjustments are, how to ask for them, and what to do when things don't go as they should. It is written for employees, not employers.
UK only. This guide covers England, Scotland and Wales under the Equality Act 2010. Similar (though not identical) protections apply in Northern Ireland - see the note at the end.
Key Facts
- The Equality Act 2010 requires UK employers to make reasonable adjustments for disabled employees and job applicants
- Many neurodivergent conditions qualify as disabilities under the Act - including ADHD, autism, dyslexia, and dyspraxia - even without a formal diagnosis
- An employer can only be required to make adjustments once they know (or could reasonably be expected to know) about your disability
- "Reasonable" is not defined in the law - it depends on factors like the size of the employer and the cost of the change
- If your employer refuses and you believe the refusal is unlawful, you can raise a grievance, contact ACAS, or bring a claim to an employment tribunal
- Access to Work is a separate government grant that can fund support above and beyond what your employer is required to provide
What are reasonable adjustments?
A reasonable adjustment is a change that an employer must make to remove or reduce a substantial disadvantage that a disabled person faces compared to someone who is not disabled.
The legal duty comes from Section 20 of the Equality Act 2010. It applies to:
- Provisions, criteria, or practices - the way things are done (policies, procedures, how work is allocated)
- Physical features - the layout of the workplace
- Auxiliary aids - equipment, technology, or a support person
In practice, for neurodivergent employees, this often means changes to how you work rather than what you do. Written instructions instead of verbal. Flexible start times. A quiet workspace. Noise-cancelling headphones. Software that helps with organisation. Extra time for written tasks.
The adjustment doesn't have to be expensive. Many of the most effective adjustments cost nothing.
Does the Equality Act apply to you?
The Act covers employees, workers, contractors, and job applicants. There is no minimum length of service required - it applies from day one, including during recruitment.
To qualify for the duty to make reasonable adjustments, you need to meet the Act's definition of disability: a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.
Substantial means more than minor or trivial. Long-term means it has lasted, or is likely to last, at least 12 months.
Do neurodivergent conditions qualify?
Yes - in many cases. ADHD, autism, dyslexia, and dyspraxia can all meet the definition. The test is functional, not diagnostic: it's about how the condition affects your day-to-day life, not just what the diagnosis says.
You do not need a formal diagnosis to be protected. If your condition has the effect described above, you may qualify even if you're awaiting assessment or self-identifying. That said, having a diagnosis makes it much easier to explain your needs and, if necessary, to prove your case.
Progressive and fluctuating conditions
If your condition fluctuates - better some days, worse others - it can still qualify. The law looks at the effect of the condition without medication or coping strategies, and on your worst days rather than your best.
What counts as a reasonable adjustment?
There is no set list. The Equality and Human Rights Commission (EHRC) publishes a code of practice that gives guidance, but what is "reasonable" depends on the specific circumstances. Here are common examples that are regularly agreed in workplaces:
How work is communicated and structured
- Written instructions, rather than purely verbal
- Agendas sent ahead of meetings
- Permission to record meetings for reference
- Tasks broken into smaller steps with clear priorities
- Clear deadlines rather than open-ended requests
- Regular one-to-one check-ins with a line manager
- Advance notice of changes to routine or schedule
When and where work happens
- Flexible start and finish times (for example, avoiding rush-hour sensory overload, or working around ADHD-related sleep differences)
- Permission to work from home some or all of the time
- Reduced hours or a phased return after illness
- A consistent, predictable schedule
The physical environment
- A quieter workspace, or a desk away from high-traffic areas
- Noise-cancelling headphones (provided by the employer)
- Adjustable lighting
- A dedicated space for decompression or sensory breaks
- A desk screen or partitioning for visual focus
Technology and equipment
- Text-to-speech or speech-to-text software
- Screen readers or larger monitors
- Organisation and task management software
- A second monitor for people who work better with screen separation
Time and processing
- Additional time to complete written tasks
- Longer notice periods before performance reviews or formal conversations
- Time to prepare before meetings rather than ad hoc discussions
Support
- A workplace mentor or buddy
- Access to an occupational therapist or specialist assessor
- Support during an induction or training period
This is not a checklist of what you are entitled to. It is a starting point for thinking about what you need. The conversation with your employer is where the actual adjustment gets agreed.
Access to Work: the government grant you probably haven't heard of
Access to Work is a UK government scheme run by the Department for Work and Pensions. It provides funding for support that goes above and beyond what an employer is required to provide under the Equality Act.
It can fund:
- Specialist coaching (for example, ADHD coaching or autism employment coaching)
- Assistive technology - software, hardware, specialist equipment
- A support worker, job coach, or workplace mentor
- Travel costs if you cannot use public transport because of your disability
- A British Sign Language interpreter if needed for your role
You apply directly to the DWP. Your employer does not need to be involved in the application, though many people find it helpful to involve HR once a grant is agreed. There is no cost to the employee; employers may be asked to contribute a portion for some equipment.
Access to Work is massively underused. Most eligible people have never heard of it. If you have a disability or health condition that affects your work, it's worth checking whether you qualify. See what Access to Work covers and how to apply.
How to request reasonable adjustments
There is no legally required process for requesting adjustments. You don't have to use a particular form or phrase. But doing it in a way that creates a clear record protects you if things go wrong later.
Step 1: Work out what you need
Before approaching your employer, be specific about what is making your job harder and what change would help. "I'm struggling" is harder for an employer to act on than "I find it difficult to process verbal instructions in real time, and having key information in writing beforehand would help me significantly."
You don't need to diagnose yourself or explain your condition in medical detail. Focus on the functional impact and the practical change.
Step 2: Put it in writing
You can start with a verbal conversation, but follow it up in writing - an email to your manager or HR is enough. This creates a record of when you made the request and what you asked for.
A simple email might look like this:
Subject: Request for reasonable adjustments
Dear [Name],
I am writing to request some adjustments to support me in my role. I have a disability (or a condition that I believe meets the definition of disability under the Equality Act 2010) that affects [brief description of functional impact, e.g. my ability to process verbal instructions quickly / manage tasks without written structure / work effectively in a noisy open-plan environment].
To do my job effectively, I would like to discuss the following adjustments: [specific requests].
I am happy to talk this through and consider alternatives that work for both of us. If it would help, I can provide further information about how my condition affects me at work.
Thank you for your consideration.
[Your name]
Step 3: Have the conversation
Most requests are resolved through a conversation between the employee, their manager, and sometimes HR or occupational health. You may be asked to provide evidence - a letter from a GP or specialist, or a report from an occupational health assessment.
You are not required to share your full medical history. The employer needs enough information to understand what adjustments are needed and why. A letter from your GP confirming the condition and its functional impact is usually sufficient.
Step 4: Get the outcome in writing
Once adjustments are agreed, ask for confirmation in writing - even a follow-up email from HR summarising what was agreed. This is important if adjustments are later removed or not implemented consistently.
If your employer refuses
An employer can refuse a reasonable adjustment if it is not, in their assessment, reasonable. But they cannot simply say no without considering the request.
Factors a tribunal would consider when assessing whether a refusal was lawful include:
- The size of the employer (a small business has more latitude than a large one)
- The financial cost of the adjustment
- How practical the change is
- Whether it would significantly disrupt others
- Whether other adjustments were offered as alternatives
If you believe your employer has refused a reasonable adjustment unlawfully, you have options:
1. Raise a grievance Most employers have a formal grievance procedure. This creates a paper trail and triggers an obligation on the employer to investigate and respond.
2. Contact ACAS ACAS (Advisory, Conciliation and Arbitration Service) offers free, impartial advice on employment rights. If you are considering an employment tribunal claim, you are required to notify ACAS first - they offer an early conciliation service that resolves many disputes without going to tribunal.
3. Employment tribunal You can make a claim to an employment tribunal for failure to make reasonable adjustments (a form of disability discrimination under the Equality Act). Time limits apply - you generally have three months minus one day from the act of discrimination to make a claim, though this is extended during ACAS early conciliation.
4. Contact the EHRC The Equality and Human Rights Commission (EHRC) does not handle individual cases, but it publishes detailed guidance and codes of practice that explain what the law requires. Their guidance is admissible in tribunal proceedings.
Adjustments during recruitment
The duty to make reasonable adjustments also applies to job applicants. If you need adjustments for an interview - extra time, written questions rather than verbal, a quieter room, the opportunity to prepare in advance - you can request them.
You do not need to disclose your diagnosis to ask for interview adjustments. You can simply explain what you need: "I'd find it helpful to receive the interview questions in advance" or "I'd like to request extra time for the written assessment."
Under the Equality Act, employers are restricted from asking about health and disability before offering a job. There are limited exceptions (for example, to check whether someone can carry out a function that is intrinsic to the role, or to facilitate positive action). If you are asked intrusive medical questions early in the process, that may be unlawful.
For a detailed breakdown of what you can request in interviews: Reasonable Adjustments in Job Interviews: What UK Employers Must Offer.
A note on Northern Ireland
Similar protections apply in Northern Ireland, primarily under the Disability Discrimination Act 1995 (as amended). The detail differs from the Equality Act 2010. The Equality Commission for Northern Ireland provides guidance and can assist with disputes. Access to Work operates differently in Northern Ireland - check GOV.UK and NI Direct for current information.
Key sources and further reading
- ACAS - Reasonable adjustments for disabled workers - practical guidance and a free helpline
- Equality and Human Rights Commission (EHRC) - Employment statutory code of practice - the definitive legal guidance
- GOV.UK - Reasonable adjustments for disabled workers - government overview
- National Autistic Society - Autism and employment resources
- ADHD UK - Workplace resources and guidance
If your employer isn't making the adjustments you need, or you're looking for a role where neurodivergent-friendly working practices are already in place, browse jobs on the Neuro Hire Network - roles from UK employers committed to inclusive hiring.
If you are actively job searching, create your profile on Neuro Hire Network to get matched to employers who already understand reasonable adjustments.
Explore more in this series: How to Ask Your Employer for Reasonable Adjustments (with email template) · What Adjustments Can You Ask For With ADHD? · Autism Employment Guide · Can My Employer Refuse? · Access to Work Explained
