Reasonable Adjustments You Might Not Know You Can Ask for at Work
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If you’re neurodivergent and employed, or seeking employment, asking your employer to make reasonable adjustments might be one way to provide the right conditions for reaching your full potential at work. In this article we hope to explain what reasonable adjustments are and then provide some examples of them, before outline how you might approach requesting reasonable adjustments from your employer. After all, everyone deserves the opportunity to perform at their best at work.
Is neurodiversity a protected characteristic?
The 2010 Equality Act identifies nine protected characteristics, which are:
- Age
- gender assignment
- disability
- marriage and civil partnership
- pregnancy and being on maternity leave
- gender
- race, including colour, ethnicity, nationality, or national origin
- sexual orientation
- Religion, or belief
It is against the law to discriminate against someone because of a protected characteristic.
Even though many people who are neurodiverse do not consider themselves disabled, being neurodivergent falls under the legal category of disability. The equality act protects individuals with many neurodivergent conditions such as autism, ADHD, dyslexia, dyspraxia, Tourette’s and others. Find out more about neurodivergence here: What does it mean to be neurodivergent?
It is important to mention that you do not need an official neurodivergent diagnosis in order to be protected under the 2010 Equality Act. Employers are required to offer you support and reasonable adjustments irrespective of this and though they may ask to see proof of diagnosis, such as an NHS letter, you are not legally required to provide this if you do not wish to disclose.
What are reasonable adjustments?
The Equality Act (2010) states that it is a legal requirement for employers to make changes to their workplace, in order to ensure that it is accessible for workers who are neurodivergent. The aim of this is to prevent, or reduce the risk of those who are neurodivergent from being disadvantaged in the workplace because of their condition.
A range of conditions are supported under the Equality Act and it covers all areas of work. If an employer is aware that an employee is neurodiverse, or is aware that there are changes which could be made in order to improve their performance then employers must make reasonable adjustments.
Some reasonable adjustments may include changes to the work environment, changes to the format information is presented in and the inclusion of specialist equipment, or support. Reasonable adjustments are individual to each employee, even if they may have been diagnosed with the same condition.
A variety of factors determine whether adjustments are considered reasonable. Adjustments must not affect the health and safety of other employees and they must be practical and affordable for the organisation. Before making adjustments employers should not make assumptions, but should consult their employees to discuss which accommodations they require.
Reasonable adjustments you can ask for
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Each neurodivergent person has a unique combination of strengths and preferences. There are also a wide variety of jobs which attract neurodiverse talent and therefore the way the workplace is experienced by each neurodivergent person will also be individual and unique. Below we’ve outlined some workplace adjustments which may be useful for some neurodivergent people and which you may wish to discuss with your employer.
Communication preferences
- Written over verbal communication, or vis versa
- Extra processing time during meetings
- Recorded instructions
- Access to notes in advance of meetings
- Providing early warnings of changes to allow time to process and prepare
- Alternative ways to carry out training. For example, on-the-job training, rather than classroom-based training
Environment/sensory preferences
- Noise cancelling headphones
- Ear plugs to remove external noise
- Screen filters to reduce screen brightness
- Adjusted lighting, or temperature
- Quiet breakout areas
- Remote working when overstimulated
- Changes to dress codes, to allow for material of a different texture, or colour
- Clear signs to allow for easy navigation around the workplace
Work routine
- Flexible start and end times
- Fixed hours, rather than variable shifts
- The option of part-time work
- Job sharing
- Phased returns to work
Social interactions
- Support with networking
- Structured feedback over vague praise and criticism
- Clear written expectations
- Providing a mentor, or work buddy
Tools
- Timers
- Apps
- Speech-to-text software such as ‘Dragon Dictate’
- Screen readers
- Packages for reading and writing such as ‘Texthelp’
- Keyboards and other hardware which is ergonomic and easier to use
- Learn more about assistive technology here: Assistive Technology Advice
Concentration support
- Fidget toys
- A standing desk, to burn off energy
- Regular breaks throughout the day
- A space to work free from distractions
Written communication
- The use of different coloured backgrounds for documents
- Providing extra time to read written instructions
- Clear written instructions
- Templates to help with reports
- Short, simple documents, or very detailed documents
Organisation
- Providing planners to highlight meetings and deadlines
- Structured routines presented in mind maps and flow charts
- Breaking work down into smaller tasks
- Regular check-ins to see how tasks are progressing and identify any challenges
- Extra reminders
- Specialist workplace coaching to develop skills, such as work planning, memory skills and communication skills
How to ask for adjustments
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When to ask for adjustments
You do not need to tell your employer that you are neurodivergent, but once you do, your employers are required by law to support you. You can ask for reasonable adjustments at any time during your employment and during the recruitment process.
If you are applying for work you may wish to speak to your potential employer about reasonable adjustments during the recruitment process. This may be helpful if you want additional time to complete a psychometric test, or if you wish to receive an application form in a different format. Additionally, you may want to speak to your employer if you find that you are experiencing difficulties at work, or if there has been a change in your condition which impacts your ability to perform at your best. Speaking to your employer will give you the opportunity to outline your situation, so that they can understand how they can best support you.
How to ask for reasonable adjustments
Your organisation may have a formal process for requesting reasonable adjustments and so you may wish to follow this. If this is not available, you can also request reasonable adjustments by email, or by letter. Additionally, some people might choose to set up a meeting with their supervisor to discuss possible reasonable adjustments.
You may also find it helpful to make written notes to make reference to during the meeting with your employer. Some people have also found it useful to role-play the meeting with a trusted person. This will give you the opportunity to practise what you will say to your employer.
What should happen in a meeting with your employer
Your employer should listen to you without making assumptions, in order to understand how your condition may affect you at work. Employers will take notes during the meeting and you will be required to tell your employer why you are requesting reasonable adjustments and what adjustments you want to make. Employers will need to take into consideration how reasonable, i.e. how practical and affordable the adjustments are before agreeing to implement them. The adjustment must not change the basic features of your job.
How to know what reasonable adjustments to make
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It is possible that you may not immediately know what reasonable adjustments to request. This may be because you have recently received a diagnosis, or are still learning about your diagnosis, or job role.
Both you and your employer can suggest what reasonable adjustments may benefit you, however, you as an employee should take the lead and work together with your employer to try out different adjustments and decide which adjustments work best. Before making any requests for reasonable adjustments you could think about what may be needed to help you manage your work and what adjustments might be achievable and reasonable for your employer. You and your employer can also seek advice and guidance about possible reasonable adjustments from a general practitioner (GP), or occupational health professional. It may be helpful to speak to your employer regularly, to review these adjustments, as some reasonable adjustments may need to change over time.
When considering what reasonable adjustments to make, it’s important for your employer to reflect on what changes can be made to enhance your strengths and provide you with the opportunity to succeed.
Conclusion
Seeking reasonable adjustments is just one way to make the workplace an environment where you are able to perform at your best. If you want more support embracing your neurodiversity and navigating the working world, you may wish to book neurodiversity coaching sessions here Book Neurodiversity Coaching and check out our free workshops for those looking for work Free Neurodiversity Workshops.
Sources
- Reasonable adjustments at work: https://www.acas.org.uk/reasonable-adjustments
- Reasonable adjustments examples: https://bectu.org.uk/article/reasonable-adjustments-examples/
- Employment prospects for neurodiverse people set to be boosted with launch of new expert panel: https://www.gov.uk/government/news/employment-prospects-for-neurodiverse-people-set-to-be-boosted-with-launch-of-new-expert-panel#:~:text=The%20latest%20figures%20show%20the,who%20can%20work%20secure%20employment.
- Types of discrimination: https://www.gov.uk/discrimination-your-rights
- Disability: https://www.equalityhumanrights.com/equality/equality-act-2010/protected-characteristics
- What disability means by law: https://www.acas.org.uk/what-disability-means-by-law
