The phrase "reasonable adjustments" appears in almost every conversation about neurodivergence and work. But what does it actually mean in practice? What are you legally entitled to, what can you realistically ask for, and what do you do when your employer says no? The answers are more concrete than most people expect, and the law is firmly on your side.
The Legal Duty
Section 20 of the Equality Act 2010 places a legal duty on employers to make reasonable adjustments when a disabled person is placed at a substantial disadvantage compared to non-disabled colleagues. The duty covers three areas: changing policies, practices, or procedures that create barriers; making physical changes to the workplace; and providing additional equipment, aids, or services.
ADHD, autism, and dyslexia all qualify as disabilities under the Act when they have a substantial, long-term effect on day-to-day activities. As ACAS guidance on neurodiversity adjustments confirms, you don't need a formal diagnosis to request support. Employers should offer adjustments whether or not a diagnostic letter exists, though having one strengthens your position.
Failure to make reasonable adjustments is a specific form of disability discrimination under the Equality Act 2010. If your employer refuses without genuine justification, you have the right to bring a claim to an employment tribunal.
What Counts as "Reasonable"?
There's no fixed list. An adjustment is "reasonable" if it would effectively reduce the disadvantage you face, it's practicable to implement, and the benefit to you outweighs any cost or disruption to the employer. Larger organisations with more resources are expected to do more than small businesses. But employers can't refuse an adjustment solely on cost: if their preferred solution is too expensive, they must explore alternatives. For example, if they can't provide a private office, they should consider a quieter desk, screen partitions, or noise-cancelling headphones instead.
Adjustments That Work for ADHD
The CNWL NHS Foundation Trust and ADHD UK both publish practical recommendations. Common ADHD adjustments include: noise-cancelling headphones or a quieter workspace; flexible working hours (particularly valuable for people whose medication timing affects their peak concentration); written instructions and task lists rather than verbal briefings; regular check-ins with a manager for accountability and structure; colour-coded planners or project management tools; permission to take movement breaks; and standing desks to help manage restlessness. Many of these cost nothing or very little.
Adjustments That Work for Autism
The National Autistic Society highlights that autistic employees often need adjustments to the sensory environment and communication practices. Effective adjustments include: reduced fluorescent lighting or screen filters to manage visual sensitivity; advance notice of changes to routine or meetings; clear, literal communication (avoiding ambiguous instructions or relying on unwritten social rules); a dedicated desk rather than hot-desking; reduced social interaction requirements for roles that don't genuinely need them; quiet workspace with reduced background noise; and written agendas circulated before meetings.
Adjustments That Work for Dyslexia
Dyslexic employees benefit from adjustments to how information is presented and how output is assessed. These include: assistive technology such as speech-to-text software and screen readers; documents provided in accessible formats (larger font, coloured backgrounds, or audio versions); extra time for tasks involving heavy reading or writing; modified assessment methods where verbal reporting is accepted instead of written; and access to specialist software like text-to-speech tools or grammar checkers.
How to Request Adjustments
ACAS provides a step-by-step process and even a template letter for making a formal request.
- 1
Identify your barriers. Before you speak to anyone, write down what specific aspects of your job or workplace create difficulties. Be concrete: 'open-plan noise means I can't concentrate for more than 20 minutes' is more actionable than 'I find things hard.'
- 2
Decide what would help. Research adjustments that work for your condition and think about which ones would make the biggest difference in your role. You don't have to have all the answers, but coming with suggestions shows you've thought it through.
- 3
Make the request. Speak to your line manager or HR. You can do this informally, but ACAS recommends putting it in writing so there's a record. You don't have to disclose your diagnosis if you'd prefer not to (though it strengthens the request if you do).
- 4
Have a meeting. Your employer should arrange a meeting to discuss your needs. Both sides can suggest adjustments. ACAS recommends you take notes or bring someone for support.
- 5
Get it in writing. Once adjustments are agreed, ask for written confirmation. This protects you if anything changes later, such as a new manager who isn't aware of the agreement.
- 6
Review and adjust. Reasonable adjustments aren't always right first time. If something isn't working, ask to revisit the arrangement. Your needs may also change over time, particularly if you start or change medication.
When Your Employer Says No
If your employer refuses a reasonable adjustment, ask for the refusal in writing with their reasons. A lawful refusal must demonstrate that the adjustment would cause disproportionate cost or significant operational disruption, not just inconvenience. If you believe the refusal is unjustified, you can raise a formal grievance, contact ACAS early conciliation, or ultimately bring an employment tribunal claim for failure to make reasonable adjustments.
Access to Work Can Fund What Your Employer Won't
If you need support beyond what your employer can reasonably provide (specialist coaching, assistive technology, a support worker), Access to Work can fill the gap. The grant funds up to £69,260 per year in workplace support for disabled employees. Your employer doesn't pay for Access to Work support, so cost ceases to be a barrier. For many neurodivergent employees, reasonable adjustments and Access to Work work best in combination: your employer provides the low-cost environmental changes, and Access to Work funds the specialist support.
Sources
Equality Act 2010, Section 20 · GOV.UK: Reasonable adjustments for disabled workers · ACAS: Adjustments for neurodiversity · ACAS: Asking for reasonable adjustments · ADHD UK: Reasonable adjustments · CNWL NHS: ADHD reasonable adjustments · National Autistic Society: Reasonable adjustments
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