The right reasonable adjustments can change how work feels for a neurodivergent employee. Often they are small, cheap changes to how tasks are set, where people sit or how information is shared. This guide explains what reasonable adjustments are, what the law says, how to ask for them, and gives practical examples you can borrow.
What are reasonable adjustments?
Reasonable adjustments are changes to a job, a workplace or a process that remove barriers for disabled people, including many neurodivergent people. They apply during recruitment as well as once you are in a role.
The idea is simple. Most workplaces were designed around one way of thinking and working. Adjustments make room for others, so you can do your job well without spending extra energy working around things that don’t fit you.
What the Equality Act says
In Great Britain, the Equality Act 2010 places a legal duty on employers to make reasonable adjustments for disabled employees and job applicants. The aim is to stop disabled people being put at a substantial disadvantage compared with people who are not disabled. Acas has a clear summary of what reasonable adjustments are and when employers must make them.
The Act defines disability as a physical or mental impairment that has a “substantial and long-term adverse effect” on a person’s ability to carry out normal day-to-day activities (section 6 of the Equality Act 2010). Many autistic, ADHD, dyslexic and dyspraxic people meet that definition, whether or not they think of themselves as disabled. Our page on reasonable adjustments and employers’ legal responsibilities goes into more detail.
Do I need a diagnosis?
Not always. The duty applies when an employer knows, or could reasonably be expected to know, that someone is disabled. A diagnosis or a report from a healthcare professional or occupational health can help support a request, but many good employers will put adjustments in place without one.
How to ask for reasonable adjustments at work
If you are still applying for jobs, our reasonable adjustment request email templates cover the recruitment stage. If you are already in a role, these steps will help.
1. Arrange a conversation
Book time with your manager or someone in HR. If you would rather speak to HR confidentially first, that is fine. Explain how your neurodivergence affects the way you work and give a couple of real examples of where things haven’t worked well.
2. Be specific
Say exactly what would help. “Written instructions for new tasks” is easier to agree to than “more support”.
3. Talk about your strengths too
Adjustments are about removing barriers, so you can use the strengths you bring. Mention those strengths. It helps your manager see the full picture.
4. Share evidence if you have it
A diagnosis, an assessment report or an occupational health recommendation can all support your request. You decide how much to share. Our neurodiversity disclosure statement can help you plan what to say.
5. Write it down
Adjustments should be agreed and recorded. Our reasonable adjustments passport gives you and your manager a simple format to do that.
6. Follow up
Check in a week or two later to see what has been put in place. If something isn’t working or hasn’t happened, raise it with your manager or HR.
If your employer can’t fund an adjustment, the government’s Access to Work scheme may be able to help with costs such as equipment, coaching or support workers.
Examples of reasonable adjustments
The examples below are grouped by the area of work they support. Use them as a starting point and adapt them to how you work best.
Energy, movement and restlessness
Many people, including many with ADHD, focus better when they can move and when their working day follows their energy rather than a fixed pattern. Adjustments to consider:
- Flexible hours or hybrid working so you can do focused work when you are sharpest
- Movement breaks built into the day, or permission to stand, walk or fidget during meetings
- A quieter workspace or noise-cancelling headphones to cut distractions
- Clear routines and regular check-ins so priorities stay visible
Organisation and time management
Keeping track of deadlines, priorities and competing tasks takes a lot of mental effort for some people, particularly when expectations are unspoken. Adjustments to consider:
- Written instructions for tasks, projects and deadlines
- Task management tools such as project software, digital planners or shared to-do lists
- Coaching on time management that suits how you think, such as timers, reminders and breaking tasks into smaller steps
- Visual planning aids such as colour-coded calendars or task boards
- Checklists and templates for regular tasks so nothing gets missed
Working memory
Holding lots of information in mind at once is harder for some people. The fix is usually to get the information out of your head and somewhere you can see it.
- Written notes, checklists and process guides you can refer back to
- More time for complex tasks, so you can process information properly
- Reminders and prompts, from sticky notes to calendar alerts
- Meeting notes or recordings shared afterwards
Social interaction and meetings
Workplaces run on lots of unwritten social rules, and busy meetings reward people who speak quickly. These adjustments make expectations clearer and give everyone a fair chance to contribute:
- Clear roles and expectations for meetings and group projects
- Agendas sent in advance, with the option to contribute in writing before or after
- Access to a quiet space to recharge between meetings
- Written channels such as email or chat where they work better than calls
Sensory environment
Noise, bright light, smells and crowded spaces can be draining for many neurodivergent people. The environment is usually easier to change than people expect.
- Noise reduction, such as headphones, a quieter desk or a quiet room
- Lighting changes, such as a desk away from harsh overhead lights, dimmable lamps or screen filters
- Choice of seating, including a fixed desk in a hybrid office or a seat away from busy walkways
- Sensory breaks and a calm space to use when you need it
- Fragrance-aware guidance for shared spaces if strong scents are a problem
Reading and writing
For many dyslexic people, the barrier isn’t understanding but the format information comes in. Adjustments to consider:
- Assistive technology such as text-to-speech, speech-to-text or word prediction software
- Information in other formats, such as diagrams, flowcharts or short bullet points
- Extra time for reading-heavy and writing-heavy tasks
- Accessible documents using clear fonts and layouts (see our guide to dyslexia-friendly fonts)
Focus and distraction
Open-plan offices and constant notifications make deep focus hard for anyone, and harder still for some neurodivergent people.
- Quiet zones or protected focus time with notifications switched off
- Timers and visual cues to help with time and switching between tasks
- Clear priorities agreed in regular check-ins
Spoken communication
Some people express themselves best in writing, or need a little more time to respond in conversation.
- Written alternatives such as email, chat or project tools for updates and discussion
- Agreed communication norms, including expected response times and which channel to use when
- Visual aids in meetings and presentations
- Smaller group discussions instead of large open meetings where possible
- Materials sent in advance so you can prepare
Numbers and calculations
For people with dyscalculia, or anyone who processes numbers differently, the right tools remove most of the pressure.
- Calculators, spreadsheets and other tools for calculations and data work
- Step-by-step written or visual guides for number-based tasks
- Extra time for tasks involving calculations
Download the Reasonable Adjustment Examples for Employees (PDF)
How Enna can help
If you are not sure which adjustments would make the biggest difference, a workplace needs assessment from Enna gives you and your employer clear, practical recommendations. It’s worth pointing your HR team towards it. And if your current role isn’t working for you, the Enna jobs board lists vacancies with employers who take neuroinclusion seriously. You can also get job alerts sent straight to your inbox.
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