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Reasonable Adjustments (UK): Practical Examples for Neurodiversity at Work (+ Request Template)


If you’re searching “reasonable adjustments examples” for neurodiversity, you want specifics—not slogans. Below is a plain-English guide with high-impact changes you can put in place this quarter, grounded in UK guidance and credible standards. Use it whether you’re an employee crafting a request or a manager building a baseline support menu. Under the Equality Act 2010, employers must make reasonable adjustments to remove substantial disadvantage for disabled workers—which includes many neurodivergent people. Everyday supports can start on need, not proof.


Make the environment workable

Start with sound, light, movement and wayfinding—because cognition can’t outrun acoustics or glare. The UK’s design guidance PAS 6463 (“Design for the mind”) sets out practical measures for neuro-inclusive spaces: flicker-free dimmable lighting, predictable wayfinding, acoustics treatment, and low-clutter visual fields. Build norms that protect quiet areas and keep calls out of focus zones.


Examples that stick: noise-reducing headsets by default; quiet-work rooms; soft furnishings/acoustic panels; consistent desk setups for hot-desking; dimmable task lights; neutral backgrounds in meeting rooms; clear sightlines; simple, consistent signage. These align with HSE’s duty to manage risks and are reinforced by ISO 45003’s guidance on psychosocial risk.


Make communication unambiguous (and accessible)

Clarity removes avoidable executive-function load. Use short written briefs that state the goal, deliverable, deadline and “what good looks like”; send agendas and materials in advance; capture decisions, owners and dates the same day. For written materials, apply dyslexia-friendly formatting (left-aligned text, sensible line spacing, meaningful headings). 

Examples that travel: decision-first emails; one-page meeting recaps; camera-optional meetings; permission to contribute by voice, chat or notes; templates for briefs/recaps/decision notes; screen-reader-friendly docs as standard.


Make time a design variable

Chronotype-aware starts, protected deep-work windows, and five-minute buffers between meetings reduce errors and speed up the next task. Stabilising rosters and giving more control over when work happens measurably improves sleep and focus—good for everyone, crucial for many autistic and ADHD colleagues. Treat this as risk management, not indulgence.


Examples that work: 07:30–10:30 start bands with overlap; predictable no-meeting blocks; published decision windows instead of 9 a.m. defaults; rota for “interrupt owner” so others get uninterrupted blocks.



Make workload and stress manageable

HSE’s Talking Toolkit helps managers prevent and tackle work-related stress by addressing demands, control and support. Convert it into a short cadence: monthly check-ins focused on workload clarity, meeting load and recovery time. Tie actions to your team’s metrics (cycle time, rework, sick days).


Examples that help: cap back-to-back meetings; swap one status meeting for async updates; break large deliverables into visible steps; publish a lightweight “success profile” per role or quarter.


Assistive tech and workflows (low friction, high yield)

Provide dictation, text-to-speech, screen-masking/reader tools, grammar support, and dual-monitor setups as self-serve options; offer short training so people actually use them. For many, separating composition from surface edit (ideas first, polish later) removes the “style tax” without lowering the bar. For specialist kit or coaching, consider Access to Work alongside your adjustments budget.


Examples to deploy: licenses for dictation/TTS; visual kanban boards; note-taking allowances (typed/recorded); checklists for quality-critical artefacts; ergonomic peripherals to stabilise fine-motor actions.


Hiring and performance without the “style” penalty

EHRC’s Employment Code and CIPD’s 2024 evidence emphasise structured, job-relevant assessment and clear, written criteria. Replace rapid-fire interviews and “whiteboard speed tests” with work samples and questions sent in advance; let candidates bring notes. In performance, anchor reviews to artefacts and a one-page success profile, not memory or vibes.


Examples to standardise: interview themes 48 hours ahead; options to answer in writing or aloud; timed breaks; alternative task formats that test the same competence; written feedback with next steps.


Quick examples by need (illustrative, not exhaustive)

  • Autism: predictable schedules; written prompts before meetings; clear sensory escape routes; concrete acceptance criteria. Autistica’s employment work underscores the cost of ambiguity and mis-matched environments.

  • ADHD: first-slice tasks; body-doubling/co-working; two protected focus blocks; decompression buffers; externalised priorities on a live board. (Offer on need—don’t gate behind diagnosis.)

  • Dyslexia: agenda in advance; reader-friendly formatting; permission to draft by dictation; time to proof after thinking; TTS for review.

  • Dyspraxia (DCD): typed notes instead of fast handwriting; stable desk setup; clear routes in busy spaces; ergonomic peripherals; step-by-step briefs. (Occupational therapy input where needed.)


Who pays and when

Employers must fund reasonable adjustments; Access to Work can fund additional, individualised support beyond the “ordinary” adjustments you should provide anyway. Don’t wait for clinical paperwork to start everyday supports; act on the barrier you can see. GOV.UK



Copy-paste email to request adjustments (employee)

Subject: Reasonable adjustments to remove disadvantage in my role


Hi [Manager/HR],


I’m writing under the Equality Act to request reasonable adjustments that will remove a substantial disadvantage I’m experiencing in [briefly describe tasks/environments].


What would resolve this:

• [Example] Agendas and materials the day before meetings, and written recap of decisions.

• [Example] Two protected focus blocks (45–60 mins) on Tue/Thu, with agreed handover windows.

• [Example] Access to [dictation/text-to-speech/other] with brief training.


Why this is reasonable:

These changes are low-cost, reversible, and aligned with ACAS/EHRC guidance. They will improve [speed/accuracy/throughput] without affecting service levels.


Could we meet this week to confirm and agree a review date?


Thanks,

[Name]


Back it up with a one-page list of your tasks, the barrier, and the fix. If specialist kit or coaching is likely, note that you’ll also apply for Access to Work and will share recommendations once received.


Manager’s one-paragraph response (that de-risks everything)

“Thanks for setting this out. Let’s implement the low-cost items immediately, trial the rest for four weeks, and review on [date]. I’ll record what we’ve agreed and who needs to action it. If you need specialist support, we’ll look at Access to Work alongside our budget.”

This aligns with ACAS guidance and the EHRC Code while keeping momentum.



References (APA-7)

British Dyslexia Association. (2023). Dyslexia Style Guide. https://…/Dyslexia-Style-Guide-2023-BDA-Style-Guide-2023.pdf Boston University Medical Campus


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