What do reasonable adjustments look like for ADHD and autism in the workplace?
For neurodivergent employees, small changes can make a huge difference in how they work best. But reasonable adjustments aren’t just about physical office spaces—they also apply to remote work, video calls, and in-person environments.
Under the Equality Act 2010, employers in the UK are legally required to make reasonable adjustments for disabled employees, including those with ADHD and autism. These adjustments level the playing field, helping neurodivergent staff work effectively without unnecessary barriers.
So, what might reasonable adjustments look like?
For remote work & video calls
Flexible video call expectations – No pressure to turn cameras on if it’s distracting or overwhelming.
Control over participation – Option to stay muted and contribute via chat if speaking live is difficult
Asynchronous communication – Using emails or messaging instead of live meetings to allow for better processing time.
Clear and structured communication – Providing written agendas before meetings and follow-ups afterward to aid memory and organisation.
Flexible deadlines (where possible) – Recognising that executive function challenges may require a bit more time.
Sensory-friendly work setups – Encouraging noise-cancelling headphones, different lighting options, or movement-friendly workspaces.
For face-to-face work
Quiet workspaces – Providing noise-free zones or permission to use noise-cancelling headphones.
Flexible start times – Reducing stress around time-blindness and allowing for better focus.
Alternative communication methods – Offering written instructions or follow-ups rather than relying solely on verbal instructions.
Movement-friendly environments – Allowing standing desks, fidget items, or short breaks to help with focus.
Clear expectations & structure – Using checklists, colour-coded schedules, or visual reminders to help with executive function.
Buddy or mentor systems – Pairing neurodivergent employees with an understanding colleague for support.
How to request reasonable adjustments
You don’t need a formal diagnosis to ask for reasonable adjustments. Under the Equality Act 2010, if ADHD or autism has a substantial, long-term impact on daily life, you’re entitled to support. Here’s how to start the conversation:
Speak to HR or your manager – Explain how certain workplace challenges affect you and suggest adjustments that would help.
Put it in writing – A short email can be helpful to document your request and ensure it’s taken seriously.
Provide supporting info (if needed) – This could be a GP note, workplace needs assessment, or guidance from an ADHD/autism specialist.
Trial and review – Ask for a trial period to see how adjustments work, then refine them as needed.
The key to reasonable adjustments is choice. The more autonomy someone has to work in a way that supports their neurodivergent brain, the better their performance, confidence, and well-being.
- Employers: Do you have policies that support neurodivergent employees in both face-to-face and remote settings?
- Neurodivergent professionals: What adjustments help you work at your best?