· Resources · 2 min read
Workplace Adjustments Guide
This guide outlines your rights under the Equality Act 2010, and practical resources to support you in requesting and accessing these.
Notes on accommodations and conversations for the workplace
Why workplace adjustments matter
Adjustments level the playing field — they are not “special treatment.”
Under the Equality Act 2010, you are protected as disabled if your condition has a substantial impact on daily life and has affected you for 12 months or longer.
No formal diagnosis is required to be eligible for these protections.
Employers have a legal duty to make reasonable adjustments once they know you are disabled.
Talking about adjustments
You do not have to disclose your full medical history.
You could say something as simple as:
“I’m neurodivergent, and I would benefit from some adjustments to help me work more effectively.”
Adjustments should be discussed in a supportive meeting with Occupational Health or your line manager.
You can request a written record of what has been agreed.
Common workplace adjustments for ADHD & Autism
(These are examples — adjustments should always be tailored to the individual)
Environment & Sensory
Option to work in a quieter area or use noise-cancelling headphones.
Access to natural light, desk lamps, or softer lighting.
Permission to use fidget items or sensory aids at your desk.
Clear signage, uncluttered workspace, and predictable layouts.
Communication
Written instructions or summaries after meetings.
Advance notice of changes to schedules or tasks.
Option to use plain, clear language instead of jargon.
Flexibility to process information before responding.
Organisation & Productivity
Use of task management software or visual planners.
Shorter, more regular check-ins instead of one long supervision.
Extended time for training or exams.
Option to record meetings or use note-taking software.
Working Pattern
Flexible start/finish times to avoid peak-hour sensory overload.
Working from home part of the week.
More frequent breaks to help manage focus or sensory needs.
Adjusted workload pacing (fewer urgent, high-pressure deadlines at once).
Technology & Equipment
Screen readers, dictation tools, or text-to-speech software.
Apps for reminders and time management.
Coloured overlays or filters for computer screens.
Quiet keyboards, larger monitors, or ergonomic setups.
Frameworks and Support
Equality Act 2010 → provides the legal right to adjustments.
Access to Work (DWP) → government scheme funding workplace needs assessments, equipment, coaching, and sometimes support workers.
Occupational Health → can make independent recommendations to your employer.
Disabled Student’s Allowance (DSA) → may be available if you are in higher education.
