Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone’s (dis)ability. Reasonable adjustments are necessary because treating everyone equally puts disabled people at a disadvantage.
This document has been designed with challenges faced by neurodivergent employees in mind, though may be useful for employees facing similar challenges related to their physical health, other (dis)ability or mental health.
18 pages covering all aspects of neurodivergence, with recommended adjustments in the workplace.
Contents
- Introduction
- Concentration
- Hyperactivity
- Organisation & Planning
- Memory & Time Management
- Social Interaction & Communication
- Arithmetic & Spelling
- Coordination & Sense of Direction
- Reading, Writing & Typing
- Spoken Communication & Written Communication
- Working on Computers
- Fatigue & Sensory Sensitivities
- Recruitment
- Pre-onboarding & Onboarding
- Examples
- Conclusion
Why do reasonable adjustments matter for neurodivergent employees?
Neurodivergent employees often face barriers that aren’t obvious to others. For example, a noisy office might overwhelm someone with sensory sensitivities, or a vague instruction might confuse someone who processes information differently.
Reasonable adjustments level the playing field. They let neurodivergent employees show their real skills, instead of spending energy just coping with the setup around them. This benefits the employee and also benefits the business, since supported staff perform better and stay longer.
When are reasonable adjustments used?
Reasonable adjustments apply across the whole employee journey. This starts before someone even applies for a role. Adjustments can appear in job adverts, interviews and assessments.
They also matter once someone joins a team. For example, adjustments support onboarding, daily tasks and career progression. Employers should revisit adjustments over time, too, because needs change.
What are some example reasonable adjustments?
Adjustments look different for every employee. Someone with ADHD might benefit from movement breaks or flexible deadlines. Someone with dyslexia might need extra time for written tasks or access to assistive software.
Other examples include quiet workspaces, written instructions and predictable routines. Small changes to lighting, noise or communication style can make a big difference, too. Our guide breaks adjustments down across 13 challenge areas, from concentration to sensory sensitivities. This structure helps managers find the right fit fast, without wading through generic advice.
FAQ’s
Who is this guide for?
This guide suits anyone who manages people. HR teams, line managers and business owners will all find it useful. It also helps employees who want to understand their own adjustment options.
Do I need HR knowledge to use this guide?
No, you don’t need any HR background. We use plain language and clear examples throughout. Each section covers one challenge area, so you can find what you need quickly.
Is this guide only useful for neurodivergent staff?
Not at all. Many adjustments also help employees with physical health conditions. Some support people managing mental health difficulties, too. The guide notes this overlap throughout.
Are employers legally required to make these adjustments?
Yes, in most cases. UK law requires reasonable adjustments once a disability is identified. This guide helps you meet that duty with practical, real-world examples.
How is the guide structured?
The guide runs across 18 pages. It covers 13 challenge areas, including concentration, memory, sensory sensitivities and recruitment. Each section pairs a challenge with clear, actionable adjustments.
