Reasonable Workplace Adjustments for Dyslexia

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The workplace can be challenging for people with dyslexia. With reasonable adjustments in place, these can make the workplace more manageable for dyslexics.

Find out more about why reasonable adjustments are important, examples of adjustments, and if employers need to adjust certain features to make them reasonable for dyslexic employees.

Why are reasonable adjustments important for someone with dyslexia?

Reasonable adjustments help an individual gain the most of their strengths and minimise the challenges they might experience due to their dyslexia. Adjustments may vary according to the employee’s needs and their job role. Tailored accommodations are especially essential if each dyslexic person may have different strengths and weaknesses. An employee does not need to have had a diagnostic assessment done to receive reasonable adjustments.

Examples of reasonable adjustments for dyslexic employees include providing verbal instructions besides written ones, using assistive technology (such as screen readers or text-to-speech software), and allowing extra time to complete tasks.

Employers have a legal responsibility to implement reasonable adjustments to make the workplace as inclusive and supportive for dyslexic employees as possible.

It is suggested that a dyslexic employee apply for a Workplace Needs Assessment to determine the most appropriate adjustments for them.

What are reasonable workplace adjustments for dyslexia?

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Adjustments for reading and writing

Although it is a common misconception that dyslexia is just about struggling with reading and writing, there is more beneath the surface than these factors. Despite the misconception, a lot can be done to make reading and writing easier for dyslexic employees.

Here are some examples of adjustments that can make reading and writing more manageable for dyslexic employees:

• Providing verbal instructions besides written ones.
• Highlighting important points in documents.
• Using voice memos rather than written ones.
• Supplying screen-reading software, such as Read&Write.
• Printing resources on coloured paper.
• Allowing a dyslexic employee plenty of time to read and complete a task.
• Discussing the material with the employee, including key points and summaries.
• Presenting information in more auditory or visual formats, such as audio recordings, videos, drawings, diagrams and flowcharts.
• Offering the use of digital audio recording devices.
• Offering other types of software, such as speech-to-text software (e.g. Dragon) or mind-mapping software (e.g., MindManager).
• Asking someone other than a dyslexic employee to take minutes for meetings.

Adjustments for verbal communication

Dyslexic employees can find verbal communication easier to follow than written communication. Although people with dyslexia can often have trouble finding the right word they want to say and feel like the word is “on the tip of their tongue,” they might have more success with responding to verbal communication from others.

Here are some examples of how verbal communication can be made useful for dyslexic employees:

• Giving one instruction at a time, slowly and clearly without any distractions.
• Checking if the employee understands the information you have given them.
• Using plain and simple language that is free from slang and sarcasm.
• Allowing the employee to respond and trying not to interrupt them when they talk.
• Pausing in between points to help the employee digest what you have said and gather their thoughts.
• Supplying important forms of communication in verbal or hard copy formats.
• Encourage note-taking.
• Back up multiple instructions in writing or in diagrams.

Adjustments for time management

Dyslexic employees can find time management very challenging. This is not because they are lazy. They tend to be right-brain thinkers and live in the present, which is why they can struggle with looking ahead to the future. Dyslexic employees might also struggle to remember to attend meetings or meet deadlines.

Here are some examples of how time management can be made easier for dyslexic employees:

• Moving the employee to a quieter location of the workplace.
• Allowing them to work flexibly or from home.
• Allowing them to write notes or highlights when interrupting them in a task.
• Adopting a ‘do-not-disturb’ policy for set times in the say.
• Providing employees with a wall planner or a device to allow them to organise their time effectively.
• Reminding them of upcoming deadlines.
• Providing them with project management tools.
• Encouraging them to set notifications and reminders on their devices.

Adjustments for computer work

Computer work can be daunting for dyslexic employees. They might find reading large amounts of text on a screen difficult and be sensitive to the glare of the white background on a screen. Adjustments besides forms of assistive technology can make computer work more manageable for dyslexic employees.

Here are some examples of how computer work can be made more tolerable for dyslexic employees:

• Changing the background colour of the screen to suit individual preferences. Dyslexic employees can choose what colours work best for them to help them read on-screen text.
• Allowing employees to choose a font they are the most comfortable with.
• Adjusting the font size or using the zoom function to increase or decrease the letter size.
• Increasing the spacing between rows, such as 1.5 to 2 times.
• Supplying an anti-glare screen filter.
• Allowing frequent breaks from the screen, such as 5 – 10 minutes every hour.
• Alternating computer work with non-computer-based tasks where possible.
• Avoiding continuous all-day computer work.

Do employers need to make reasonable adjustments for dyslexia?

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Under the terms of the Equality Act 2010, dyslexia is a recognised disability. This is because dyslexic employees are more likely to be at a significant disadvantage within the workplace in comparison to those who are neurotypical

Also under the Equality Act 2010, employers have a duty to make “reasonable adjustments” for dyslexic and neurodivergent employees for the following reasons:

If they know or are aware of the individual’s diagnosis or neurodivergent traits.

If they could reasonably be expected to know.

It is also a legal responsibility for employers to make reasonable adjustments to the workplace. This enables dyslexic employees to carry out their roles to a satisfactory standard.

Ignoring the possibility to act on having adjustments implemented is not a reasonable excuse for the employer. It is also not enough for the dyslexic employee to rely on the employee if they struggle with certain aspects of their work.

Conclusion

Reasonable adjustments are important for dyslexic employees because they enable them to work to the best of their abilities. Examples of reasonable adjustments that can be put in place include those around reading, writing, verbal communication and computer work. It is also a legal responsibility for employers to ensure that reasonable adjustments are put in place for dyslexic employees.

Useful links

Jobs for Dyslexics

Online dyslexia test (Please note that this test is not intended to diagnose dyslexia. Only a qualified professional can make a formal diagnosis)