Reasonable adjustments for neurodivergent employees: a practical UK guide
How to identify, request and review reasonable adjustments for ADHD and other neurodivergence at work in the UK, with current Acas sources.
Published by Neuro Thrive Coach · Updated 11 August 2026 · UK guidance
The short answer
A strong adjustment request connects a specific workplace barrier to a practical change. You do not need to arrive with a perfect list: the useful process is to discuss the barrier, agree what to try, record it and review the result.
- Ask for a conversation about a specific barrier and its effect on your work.
- Explain the adjustment you want to try and why it could help.
- Record what is agreed, who will arrange it and when you will review it.
In this note
What “reasonable adjustment” means
Under UK equality law, employers have a duty to make reasonable adjustments where a disabled person would otherwise be put at a substantial disadvantage. What is reasonable depends on the circumstances, including how effective the change may be, practicality, cost and the employer’s resources.
Neurodivergence will often amount to a disability under the Equality Act 2010, according to Acas, but the legal test is individual. This guide is general information, not legal advice.
Examples to discuss, not prescriptions
An adjustment should respond to the barrier in the actual role. The same label does not create the same needs. Acas examples include changes to communication, environment, planning and the way work is organised.
- Written follow-up after verbal instructions or meetings.
- Clear priorities, smaller task steps and visible deadlines.
- Regular, predictable check-ins with a named manager.
- A quieter workspace, headphones or fewer avoidable interruptions.
- Extra planning time or advance notice of significant change.
- Assistive software for reading, writing or speech-to-text.
A simple way to frame your request
You can keep the first message short: “I am experiencing [specific barrier] when [situation]. It affects my work by [impact]. I would like to discuss trying [adjustment] because I think it would reduce that barrier. Could we agree how to test and review it?”
Acas provides a reasonable-adjustment request template if you would prefer a formal starting point. Keep copies of what you send and what is agreed.
Use the meeting to make the change testable
Agree the practical details: who needs to do what, when the adjustment starts, whether it is temporary or ongoing, how confidentiality will be handled, and a date for review. A change can be refined if it does not work as expected.
If you are unsure what might help, occupational health, a GP or another relevant professional may be able to inform the discussion. Access to Work may provide support that goes beyond an employer’s reasonable adjustments, subject to its own assessment and decision.
How coaching can support the process
A coach can help you organise examples, identify what you need from a conversation, practise clear wording, and build routines around an adjustment once it is agreed. The coach does not determine whether an adjustment is legally required and should not speak as your lawyer or clinician.
Sources and scope
This note is general information, not medical or legal advice. Source pages can change; check the linked organisation for guidance about your circumstances.
- What reasonable adjustments are — Acas. Accessed 11 August 2026.
- Adjustments for neurodiversity — Acas. Accessed 11 August 2026.
- Making and handling reasonable adjustment requests — Acas. Accessed 11 August 2026.
- If you are in employment and become disabled — GOV.UK. Accessed 11 August 2026.
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