Most organisations now know the word “autism”. Far fewer know what to do on a Tuesday morning when an autistic colleague asks for something to change. That gap is why we wrote our Reasonable Adjustments Guide for Autistic Employees, a free, practical resource that managers and employees can use together.
You can download it at the bottom of this page. Here is what is in it and how to get the most from it.
Why we wrote the guide
Conversations about adjustments often stall because they stay vague. “Be supportive” and “communicate clearly” are fine intentions, but they do not tell anyone what to actually change. Too often adjustments are only discussed after something has gone wrong, or they are based on assumptions about what autistic people need rather than on asking.
The guide sets out common workplace barriers for autistic employees, from noisy open-plan offices to unclear instructions and last-minute changes, and pairs each with specific, realistic adjustments. It is written neutrally, so either side can bring it to the table. An employee can use it to explain what would help. A manager can use it to open the conversation without guessing.
If you want the bigger picture first, our page on autism in the workplace covers how autistic people experience work and where the usual barriers sit.
From generic advice to specific changes
The guide focuses on what an employer can actually do. A few examples:
- Instead of “create a sensory-friendly workspace”, offer noise-cancelling headphones, a desk in a quieter part of the office, or flexible start times so someone can avoid the rush-hour crush.
- Instead of “respect communication preferences”, send questions before meetings, follow up verbal discussions in writing, and avoid putting people on the spot.
- Instead of “support organisation and planning”, use a shared task tool, break projects into smaller steps with clear priorities, and hold a short weekly planning check-in.
None of these is a fixed prescription. They are starting points for a conversation that many people find hard to begin, especially if they have only recently been diagnosed, are unsure of their rights, or have spent years masking at work.
What the guide covers
It is designed to be printed, shared with a manager or used in a one-to-one. There are six sections: sensory environment, communication, organisation and planning, social side of work, processing time, and transitions and change.
Each section explains the barrier in a few lines, then lists suggested adjustments with a short note on how each works in practice. It sits well alongside our working styles guide, which helps people describe how they work best, and our disclosure templates for anyone deciding how to raise the subject in the first place.
A conversation, not a checklist
Autistic people are not all the same, and no single adjustment will suit everyone. Use the guide to ask better questions. What is working? What gets in the way? Is there a barrier nobody has spotted yet? Which change would make the biggest difference?
Employees who have asked for support before and been brushed off can use it as evidence that these requests are normal and reasonable. Managers can use it to show they are taking the request seriously.
Employers in Great Britain have a legal duty to make reasonable adjustments for disabled employees and job applicants under the Equality Act 2010. Acas explains what counts as a reasonable adjustment, and our own page on your legal responsibilities around reasonable adjustments sets out what this means in practice. Funding can also help: the government’s Access to Work scheme can contribute towards support and equipment.
Adjustments are good design
Adjustments do not lower the bar. They remove barriers so people can do the job they were hired for. Many of the changes in the guide, such as agendas before meetings, written follow-ups and quieter spaces, help whole teams work better.
Autistic employees often bring strengths such as deep focus, attention to detail, honesty and original problem-solving. In a badly designed workplace those strengths get buried under the effort of coping. Get the environment right and you see them.
Download the guide
Download the Autism Reasonable Adjustments Examples guide (PDF)
We would love to hear how you use it, whether it starts a new conversation, shapes a policy or simply gives someone the confidence to ask.
How Enna can help
A guide is a starting point. If you need adjustments tailored to a specific person and role, our workplace needs assessments give you a clear, written set of recommendations. For managers who want to get confident with these conversations, our Reasonable Adjustments: Putting It Into Practice workshop works through real scenarios, and workplace coaching gives autistic employees one-to-one support.
Want to talk it through? Book a call with our team.
