FACTS — Workplace Adjustments
“Workplace adjustments can include changes to how, when or where someone works.”
Adjustments are practical changes that can help reduce barriers and enable neurodivergent employees to work more effectively, comfortably and independently.
They don't have to be complicated or expensive. Sometimes relatively small changes can make a significant difference.
Adjustments might include:
- Flexible start and finish times
- Hybrid or home working
- A quieter or consistent workspace
- Reduced exposure to bright lighting or background noise
- Noise-cancelling headphones
- A permanent desk rather than hot-desking
- Written instructions and follow-up emails
- Clear deadlines and defined priorities
- Visual planners, reminders and task-management tools
- Breaking large projects into smaller stages
- Additional processing time
- Regular planned breaks
- Advance warning of meetings or changes
- Meeting agendas provided beforehand
- Alternative ways of communicating
- Assistive technology or specialist software
- Speech-to-text or text-to-speech tools
- Support with planning, organisation or administration
- Protected periods without interruptions
- Changes to working patterns or responsibilities where appropriate
Adjustments should address the barrier
The most useful question isn't:
“What adjustments do people with ADHD/autism/dyslexia need?”
It is:
“What is creating a barrier for this particular person, and what could reduce it?”
For example, if someone struggles to process lengthy verbal instructions, the solution may be as simple as providing a written summary afterwards.
If an open-plan office causes sensory overload, access to a quieter workspace or headphones may allow them to concentrate more effectively.
Adjustments aren't an unfair advantage
Their purpose is to create more equitable access to the workplace, not to lower expectations or remove someone's responsibilities.
In the UK, employers also have a legal duty under the Equality Act 2010 to make reasonable adjustments for disabled employees and applicants where the legal requirements apply.
Importantly, support should be reviewed rather than treated as permanent and unchangeable. A person's needs may change when their role, workload, environment or circumstances change.
A good adjustment doesn't change who the employee is — it removes a barrier that was making it harder for them to do their job.
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