Reasonable adjustments at work: examples for ADHD, autism and dyslexia

Most neurodivergent people who struggle at work are not asking for much: a desk away from the kitchen, instructions in an email, a heads-up before the rota changes. The law already expects employers to make changes like these. This guide explains the duty as Acas and GOV.UK describe it, with realistic examples. It is information, not legal advice; for your own situation, speak to the Acas helpline, your union or an employment adviser.

What is a reasonable adjustment?

A reasonable adjustment is a change your employer makes to remove or reduce a disadvantage related to your disability. Under the Equality Act 2010, employers in England, Scotland and Wales must make reasonable adjustments so disabled workers are not substantially disadvantaged. GOV.UK says the duty covers workers including trainees, apprentices and contract workers, and Acas says it covers job applicants too.

Acas groups adjustments into four kinds:

• Doing things differently, such as extra time for written tests or sharing out tasks another way.
• Changes to the workplace, such as lighting or layout.
• Changes to working arrangements, such as working pattern, breaks, flexible or hybrid working, or a phased return.
• Equipment or support, such as adapted furniture, documents in accessible formats or one-to-one help.

Whether an adjustment is "reasonable" depends, according to Acas, on whether it would remove or reduce the disadvantage, whether it is practical and affordable, whether it could affect anyone's health and safety, and whether it would change the basic nature of the job.

Do you need a diagnosis to get reasonable adjustments?

No. Acas says a worker does not need a diagnosis to be considered disabled under the Equality Act 2010, and is not legally required to prove one.

What counts is the effect. GOV.UK says you are disabled under the Act if a physical or mental impairment has a "substantial" and "long-term" negative effect on your ability to do normal daily activities. Substantial means more than minor or trivial. Long-term means 12 months or more.

The duty kicks in when your employer knows, or could reasonably be expected to know, that you are disabled. You do not have to tell them, Acas says, but if they do not know, they cannot be expected to act.

Examples of reasonable adjustments at work

Acas lists adjustments for neurodivergent workers under five headings. Here they are, with kit that fits where it helps.

Acas also gives worked examples. A call centre worker with ADHD uses a standing desk. A garage worker who is dyspraxic and has ADHD uses a colour-coded wall planner with a 10-minute check-in each day. An autistic teaching assistant is told about curriculum changes in advance, with time to take them in. GOV.UK adds letting someone have their own desk instead of hot-desking.

Most of these cost little or nothing. That matters, because cost is one of the things an employer weighs.

How do you ask for reasonable adjustments?

Ask in writing, by letter or email, so there is a record. Acas says you can also ask in a meeting with your manager or through a formal process if your employer has one, and it publishes a free reasonable adjustment request letter template.

A useful request covers four things:

1. The difficulty. "Open-plan noise makes it hard to finish written work."
2. The effect on your job. "Reports take twice as long and I make more errors."
3. What would help. "Noise-cancelling headphones and a desk away from the kitchen."
4. When you would like to talk it through.

Acas says your employer should arrange a meeting, listen, avoid assumptions and think about your individual circumstances. They may ask for an occupational health assessment or advice from your doctor to work out what would help. Afterwards, write down what was agreed and when it will be reviewed.

Who pays for reasonable adjustments?

Your employer pays. Acas is clear the employer is responsible for the cost.

Access to Work, the government grant, will not pay for reasonable adjustments, GOV.UK says, because they are the employer's legal duty. It can pay for support beyond that, such as a job coach or assistive software. The two work side by side; see our Access to Work guide.

What if your employer says no?

Talk first, then use the complaints route. Acas says an employer who turns down an adjustment should talk with you, explain the decision and look for another adjustment that would be reasonable.

If that does not resolve it:

• Complain. You can make an informal or formal complaint to your employer, usually through the grievance procedure.
• Tell Acas before any tribunal claim. Acas says you must notify it if you want to make a claim to an employment tribunal. It will offer early conciliation, which is voluntary for both sides, and your time limit pauses while it runs.
• Mind the time limit. Acas says the limit for most claims is 3 months minus 1 day, and for discrimination it starts from the date of the last act you are complaining about. From 1 October 2026, the limit for most claims rises to 6 months minus 1 day, where the time limit starts on or after that date.

Things to know

• Northern Ireland is different. GOV.UK's Equality Act guidance covers England, Scotland and Wales; Northern Ireland has separate law.
• Keep copies. Your request, meeting notes, what was agreed and any refusal. Dates matter if time limits ever apply.
• Adjustments should be reviewed. Acas recommends regular reviews, so a change that stops working can be revisited.
• Checked on 11 September 2026. Everything here comes from GOV.UK and Acas on that date, including the October 2026 change to time limits.