If you’re autistic, have ADHD, or are otherwise neurodivergent, navigating the workplace can sometimes feel like you’re working twice as hard just to keep up. Maybe you’re excellent at your job, but the open-plan office drains you by lunchtime. Maybe you’re brilliant at problem-solving, but remembering to respond to every email feels impossible.
Here’s something many neurodivergent people don’t realise: you have a legal right to ask for changes that help you work at your best. They’re called reasonable adjustments, and under the Equality Act 2010, your employer has a legal duty to consider them.
This isn’t about special treatment. It’s about levelling the playing field.
What Are Reasonable Adjustments?
Reasonable adjustments are modifications to your workplace, role, or working arrangements that remove barriers you face because of a disability. Under UK law, ADHD and autism are recognised as disabilities, which means employers must make adjustments to ensure you’re not substantially disadvantaged compared to non-disabled colleagues.
Importantly, you don’t need a formal diagnosis to request reasonable adjustments. While some employers may ask for evidence of your needs (such as a letter from a clinician), the Equality Act protects you based on the impact your condition has on your daily life, not whether you have official paperwork.
Around 1 in 7 people are neurodivergent…that’s roughly 15-20% of the workforce. Yet many neurodivergent employees don’t know what they can ask for, or feel uncomfortable requesting support.
Your Legal Rights
The Equality Act 2010 requires employers to make reasonable adjustments when:
- A workplace policy, practice, or physical feature puts you at a substantial disadvantage compared to non-disabled colleagues
- The adjustment would remove or reduce that disadvantage
- The adjustment is “reasonable” to make
What counts as “reasonable” depends on factors like cost, practicality, and company size. But here’s the thing: most accommodations cost little or nothing. Research by the British Dyslexia Association found that reasonable adjustments in the workplace brought employers returns of at least £20,000 due to increased productivity, higher standards, increased sales, and reduced staff turnover.
If your employer refuses an adjustment, they must have a good reason, and “we don’t usually do that” isn’t one. Failure to make reasonable adjustments is a form of disability discrimination, and employment tribunal awards for disability discrimination can be substantial.
There’s also a government scheme called Access to Work which can fund certain accommodations like specialist equipment or workplace coaching. While the application process can take several months, it’s worth exploring alongside workplace adjustments.
10 Accommodations You Can Request
Here are ten evidence-based adjustments that neurodivergent employees commonly find helpful. You can mix and match based on what works for you as this isn’t a one-size-fits-all list.
1. Flexible or Remote Working
What it is: The option to work from home some or all of the time, or to adjust your working hours to match when you’re most productive.
Why it helps: For many neurodivergent people, working from home provides a controlled, familiar environment with fewer sensory distractions. Flexible hours allow ADHDers to work during their peak focus times, and autistic people to avoid overwhelming commutes during rush hour.
How to request it: “I’m more productive when I can work in a quieter environment. Could I work from home two days a week?” or “My focus is strongest in the afternoons, could I shift my hours to 10am-6pm instead of 9-5?”
2. Noise-Cancelling Headphones or a Quieter Workspace
What it is: Permission to wear headphones to block out distracting sounds, or a desk in a quieter area of the office (away from high-traffic zones, printers or kitchen areas).
Why it helps: Many neurodivergent people experience sensory sensitivities. Background noise that neurotypical colleagues barely notice can be genuinely overwhelming, making concentration nearly impossible. Research shows that noise-cancelling headphones are one of the most frequently requested (and effective) accommodations.
How to request it: “I find the open-plan environment quite overwhelming. Could I use noise-cancelling headphones, or move to a quieter desk?”
3. Written Instructions and Agendas
What it is: Receiving important information, tasks, and meeting agendas in writing rather than relying solely on verbal communication.
Why it helps: ADHDers often struggle with working memory (remembering what was said in a meeting ten minutes ago can be genuinely difficult). Autistic people may be very literal thinkers and benefit from clear, concrete written instructions to avoid misunderstandings. Having information in writing means you can refer back to it.
How to request it: “I process information better when I can see it written down. Could you follow up verbal instructions with an email, or send meeting agendas in advance?”
4. Regular One-to-One Check-ins
What it is: Scheduled, consistent meetings with your line manager to clarify expectations, ask questions, and receive feedback.
Why it helps: Autistic people often can’t process everything in the moment and benefit from dedicated time to ask for clarification. Regular check-ins also provide structure and predictability. For ADHDers, they offer external accountability and a chance to realign priorities.
How to request it: “I’d find it helpful to have a brief weekly check-in with you, maybe 15-30 minutes, to make sure I’m on track and clarify any questions I have.”
5. Task Management Tools and Organisational Support
What it is: Access to digital tools like task management apps, calendar reminders, or visual planning boards. Some organisations also provide executive function coaching.
Why it helps: Executive functioning (the ability to plan, organise, and manage time) is often affected by ADHD and autism. External tools act as a “second brain”, providing structure and reducing the cognitive load of remembering everything.
How to request it: “I’d benefit from using a project management tool like Asana or Trello to help me stay organised. Could we implement that for my tasks?” or “Would the company consider funding executive function coaching through Access to Work?”
6. Adjustable or Flexible Break Times
What it is: The ability to take breaks when needed, rather than at fixed times, or to have additional short breaks throughout the day.
Why it helps: ADHDers may need movement breaks to regulate energy and maintain focus. Autistic people may need time to decompress when sensory or social demands become overwhelming. Research shows that preventing burnout through regular breaks significantly improves productivity and wellbeing.
How to request it: “I work best when I can take short breaks when I need them, perhaps a five-minute walk every couple of hours, rather than sticking to fixed break times.”
7. Clear, Predictable Schedules and Advance Notice of Changes
What it is: Consistent meeting times, predictable work responsibilities and plenty of notice before things change.
Why it helps: Both autistic people and ADHDers often thrive with structure and consistency. Autistic people especially benefit from knowing what to expect, so sudden changes can be genuinely distressing. Studies confirm that maintaining consistent schedules and giving advance notice of changes are among the most helpful workplace accommodations.
How to request it: “I work best with consistency. Could we keep our team meeting at the same time each week and give me at least 24 hours’ notice if plans change?”
8. Sensory-Friendly Adjustments
What it is: Modifications to your workspace like adjustable lighting (desk lamps instead of harsh fluorescent lights), the option to wear sunglasses or a cap indoors, permission to avoid strong-smelling areas, or access to a quiet room for decompression.
Why it helps: Sensory processing differences are common in autism and ADHD. Bright lights, strong smells, certain textures, or temperature extremes can range from distracting to genuinely painful. Small environmental tweaks can make an enormous difference.
How to request it: “The fluorescent lighting gives me headaches and makes it hard to concentrate. Could I use a desk lamp instead?” or “Could we designate one meeting room as a quiet space where people can go to decompress when needed?”
9. Permission to Focus on One Task at a Time
What it is: Being allowed to work on projects sequentially rather than juggling multiple tasks simultaneously, or having a reduced number of parallel responsibilities.
Why it helps: Many autistic people report difficulty with task-switching but excel when they can focus deeply on one thing. This is sometimes called “monotropism”, the ability to hyperfocus on a single task or interest, which can be a genuine superpower in the right context. For ADHDers, reducing the number of simultaneous tasks can prevent overwhelm and improve completion rates.
How to request it: “I’m most effective when I can focus on one project at a time rather than switching between multiple tasks. Could we structure my workload that way?”
10. Job Coaching, Mentorship, or Buddy Systems
What it is: Pairing with an experienced colleague who can help you navigate workplace norms, understand unwritten rules, and provide guidance on processes.
Why it helps: Autistic people may struggle to interpret unwritten social rules or office politics. Having a trusted colleague to ask “is this normal?” or “how should I handle this?” can be invaluable. Studies show that companies promote mentored employees five times more often than those without mentors, benefiting everyone involved.
How to request it: “I’d really benefit from having a mentor or buddy, especially while I’m getting up to speed. Is there someone on the team who could check in with me regularly for the first few months?”
How to Actually Request Adjustments
Asking for accommodations can feel daunting, especially if you’re worried about being seen as “difficult” or “high-maintenance.” But remember: you have a legal right to these adjustments and good employers recognise that supporting their staff benefits everyone.
Step 1: Identify What You Need
Reflect on what makes work harder than it needs to be. Is it the environment? The way information is communicated? The expectations around how you manage your time? You don’t need to have all the answers…”I’m struggling with X and wonder if we could try Y” is completely valid.
Step 2: Request a Meeting
Approach your line manager or HR and ask for a private meeting to discuss workplace adjustments. You might say: “I’d like to discuss some adjustments that would help me work more effectively. Could we schedule some time to talk?”
You can use ACAS’s reasonable adjustments request letter template if you prefer to make your request in writing first.
Step 3: Explain the Impact, Not Just the Diagnosis
You don’t need to go into extensive medical detail. Focus on the practical impact: “I find it difficult to concentrate in the open-plan office, which affects my productivity. Working from home two days a week would help me deliver better work.”
Step 4: Suggest Solutions
While your employer should work with you to find solutions, it helps to have specific suggestions ready. “I think noise-cancelling headphones would help” is more actionable than “the office is too loud.”
Step 5: Be Open to Trial and Review
Some adjustments might need fine-tuning. Frame them as experiments: “Could we try this for a month and see how it works?” This makes it feel less permanent and high-stakes for everyone involved.
What If Your Employer Says No?
If your employer refuses a reasonable adjustment, they must have a good reason. “We don’t normally do that” or “it wouldn’t be fair to other employees” aren’t valid reasons. Neither is cost, unless the adjustment would genuinely cause significant financial hardship relative to the size of the organisation.
If you’re facing resistance:
- Ask them to explain in writing why the adjustment isn’t reasonable
- Point them to ACAS guidance on reasonable adjustments
- Suggest Access to Work funding if cost is the concern
- Consider speaking to your union rep if you have one
- Seek advice from organisations like ACAS, Citizens Advice, or an employment solicitor
Failure to make reasonable adjustments is disability discrimination. Employment tribunals take this seriously and awards are uncapped.
A Note on Disclosure
You might be wondering: “Do I have to disclose my diagnosis to get accommodations?”
The short answer is no. You can request adjustments based on the difficulties you’re experiencing without disclosing a specific diagnosis. However, in practice, some level of disclosure often makes the conversation easier and helps your employer understand why certain changes matter.
Many neurodivergent people choose not to disclose because of fear of discrimination, and that concern is unfortunately sometimes founded. Over 70% of neurodivergent people have experienced mental health challenges due to lack of workplace support, which is one reason many choose not to disclose at all.
If you do decide to disclose, you have rights: your employer must keep the information confidential, cannot treat you less favourably because of it, and must consider reasonable adjustments.
You might also be reassured to know that workplace culture is changing. Many employers are actively working to attract and support neurodivergent talent, recognising that diverse thinking improves creativity, innovation and problem-solving. Some organisations now openly encourage neurodivergent applicants and are building more inclusive environments as part of their commitment to modern, forward-thinking workplace culture. Disclosure isn’t right for everyone, but in the right setting it can lead to greater understanding, better support, and a more positive working experience.
Why This Matters
Neurodivergent people bring enormous strengths to the workplace, such as creativity, attention to detail, deep focus, pattern recognition, honest communication and innovative thinking. But without the right support, those strengths can be overshadowed by an environment that wasn’t designed with neurodivergent brains in mind.
Reasonable adjustments aren’t about lowering standards. They’re about removing unnecessary barriers so neurodivergent employees can contribute fully. When workplaces get this right, everyone benefits; neurodivergent employees thrive, teams become more productive and organisations access diverse thinking that drives innovation.
If you’re neurodivergent and you’ve been wondering whether you “deserve” to ask for accommodations, here’s your answer: Yes. You absolutely do.
Your Next Steps
If you’ve been struggling at work and suspect neurodivergence might be part of your story, getting a formal diagnosis can open doors, not just to workplace adjustments, but to genuine self-understanding.
At Oxford Neurodiversity, we provide comprehensive ADHD and autism assessments that can give you the clarity and documentation you need to request reasonable adjustments with confidence.
Ready to explore whether an assessment could help? Book a free 30-minute consultation with one of our clinicians. We’ll discuss your experiences, answer your questions, and help you decide whether assessment is the right step.
📞 01865 389604 | ✉️ enquiries@oxfordneurodiversity.com
📍 Oxford Neurodiversity | Raleigh Park Clinic, Oxford
Further Resources
- ACAS Guidance on Adjustments for Neurodiversity
- Access to Work Scheme
- Equality Act 2010 Full Text
- Job Accommodation Network (JAN) – Comprehensive US-based resource with detailed accommodation ideas
Citations
- ACAS. (2024). Adjustments for neurodiversity – Reasonable adjustments at work. https://www.acas.org.uk/reasonable-adjustments/adjustments-for-neurodiversity
- Anthony Gold Solicitors. (2025). Neurodiversity and Reasonable Adjustments: What UK Employers Must Know in 2025. https://anthonygold.co.uk/insight/a-uk-employers-legal-guide-to-compliance-and-inclusion/
- Autistic Girls Network. (2025). Reasonable Adjustments at Work for Neurodivergent Employees: Simplifying the Law. https://autisticgirlsnetwork.org/knowledge_base/reasonable-adjustments-at-work-for-neurodivergent-employees/
- British Dyslexia Association. The Value of Dyslexic Thinking. https://www.bdadyslexia.org.uk/
- Centre for ADHD and Autism Support. (2025). Reasonable Adjustments. https://adhdandautism.org/information/reasonable-adjustments/
- Embrace Autism. (2024). Work & school accommodations for autism & AuDHD. https://embrace-autism.com/work-and-school-accommodations-for-autism-and-audhd/
- Mentra. Top Ten Accommodations for Neurodivergent Workers. https://www.mentra.com/top-ten-accommodations-for-neurodivergent
- Newglade Counselling. (2023). Accommodations and Reasonable Adjustments for Neurodivergence. https://newgladecounselling.co.uk/2023/06/02/accommodations-and-reasonable-adjustments-for-neurodivergence-creating-an-inclusive-workplace/
- Sachs Center. (2024). Accommodations for ADHD and Autism in the Workplace. https://sachscenter.com/accommodations-for-adhd-autism-in-the-workplace/
