Your Rights: Reasonable Adjustments Every ND Employee Should Know

Under the Equality Act 2010, employers in Great Britain have a legal duty to make reasonable adjustments for disabled workers. That includes most people with ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette's syndrome, provided the condition has a 'substantial and long-term adverse effect' on day-to-day activities. You don't need a formal diagnosis to be legally disabled under the Act, though having one makes the conversation easier.

What Counts as a Reasonable Adjustment

A reasonable adjustment is a change to how, when, or where you work that removes or reduces a disadvantage caused by your disability. The test of 'reasonable' depends on the size and resources of the employer, the cost, the effectiveness of the adjustment, and its practicality. A FTSE 100 company and a five-person startup aren't held to the same standard, but both have the duty. Employers cannot pass the cost of adjustments on to the employee. The Equality and Human Rights Commission publishes guidance on what employers must do.

Common Adjustments That Work

1. 1

   Flexible hours or remote working. Later starts, compressed weeks, or working from home on sensory-heavy days can transform productivity for ADHD and autistic workers.

2. 2

   Quiet workspace or noise-cancelling headphones. Employers can provide a dedicated quiet room, allow headphone use during focused work, or relocate your desk away from high-traffic areas.

3. 3

   Written follow-ups to verbal instructions. For anyone with working memory or auditory processing difficulties, having the conversation repeated in writing prevents things falling through the cracks.

4. 4

   Extra time on tasks and assessments. Relevant for dyslexia, dyspraxia, and ADHD. This includes probation reviews, performance assessments, and internal exams.

5. 5

   Assistive technology. Screen readers, dictation software, mind-mapping tools, and proofreading software like Grammarly are often funded through Access to Work.

6. 6

   Clear task breakdowns and prioritisation support. Managers can help by breaking large projects into smaller pieces with explicit deadlines, reducing the executive function load.

7. 7

   Agendas in advance and minutes after. Simple, cheap, and transformative for anyone who struggles with processing verbal information in real time.

8. 8

   Sensory-aware office adjustments. Softer lighting, fewer scents, a choice of seating positions, and permission to step away when overwhelmed.

How to Ask

You don't need to write a legal letter to request adjustments. A conversation with your line manager or HR, followed up in writing, is usually enough to start. Be specific about the difficulty you're experiencing and the adjustment you think would help. 'Open-plan noise is affecting my focus; I'd like to use noise-cancelling headphones during deep work' is more actionable than 'I'm struggling'. If you're not sure what to ask for, request an Access to Work assessment, which gives you a specialist report recommending adjustments and funding them.

You may want to disclose your condition to trigger the duty, although technically an employer who 'ought reasonably to have known' about a disability can also be liable. Disclosure is personal, and our guide on disclosing neurodivergence at work walks through the tradeoffs.

If the Answer Is No

Employers can only refuse a request if the adjustment isn't reasonable. If you believe a refusal is unjustified, your first step is usually an internal grievance. If that doesn't resolve it, ACAS offers free early conciliation, and beyond that you can bring an employment tribunal claim for disability discrimination. Time limits are strict (usually three months less one day from the act you're complaining about), so act quickly if you think you've been treated unfairly.

Sources

Equality Act 2010 · EHRC: Employer guidance · ACAS: Reasonable adjustments · GOV.UK: Reasonable adjustments · GOV.UK: Access to Work