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Reasonable Adjustments Neurodivergent Workplace Support
1
Welcome
2
About You
3
Your Needs
4
Adjustments
5
Prioritise
6
Wellbeing
7
How to Ask
8
Summary

Reasonable Adjustments

Neurodivergent Workplace Support

This tool helps you identify the adjustments that could make a real difference at work - and gives you the confidence and language to ask for them.

How this works

Seven short steps. Work through them at your own pace.

STEP 1
About You
Name and context
STEP 2
Your Needs
Reflective questions
STEP 3
Adjustments
Select what applies
STEP 4
Prioritise
Top 5-6 suggested for you
STEP 5
Wellbeing
How stress shows up
STEP 6
How to Ask
Scripts and guidance
STEP 7
Your Summary
Print or save as PDF
Your rights under the Equality Act 2010 Employers have a legal duty to make reasonable adjustments for disabled people, including those with neurodivergent conditions. You do not need a formal diagnosis - if your condition has a substantial, long-term effect on day-to-day activities, you are likely covered.

About You

This will appear on your summary document. Everything is optional.

Your Needs

Answer honestly based on how work actually feels for you. Your answers shape which adjustments are suggested and ranked for you.

💡Use the full scale for each question - there are five options from "Yes, a major barrier" down to "Not really." The more precisely you answer, the better the auto-sort will rank your adjustments in the next step.
💬 Communication
🧠 Health & Wellbeing
🏢 Environment
🔄 Change & Routine
👥 Awareness & Support

Your Adjustments

Select everything that could apply to you. Do not filter yourself at this stage - you will choose your priorities in the next step.

⭐Items marked Suggested match your answers. Tick everything that applies - the next step will rank them for you.

Prioritise Your Adjustments

A focused list of 5-6 primary adjustments works better than a long one. We have automatically ranked your adjustments based on your answers - review and adjust as needed.

🎯

Automatically ranked from your answers

Your top adjustments have been sorted into Primary based on how strongly your answers pointed to them. Items you said "Yes" to score higher than "Sometimes." Review the suggestions below and move anything between columns to get to the list that feels right for you.

Primary slots:
0 of 6 used
You have reached the limit of 6 primary adjustments. Move one to Secondary first before adding another.
⭐ Primary 0
No primary adjustments yet.
Secondary 0
All items start here.

Your Wellbeing Profile

Helping your employer understand how stress shows up for you, and what helps. Optional but often very useful.

It is not always obvious when I am stressed or anxious - people may notice: Select any that fit, or add your own below
Things that can make me feel stressed or distressed include: Select any that fit, or add your own below
What helps me when I feel anxious, stressed or distressed: Select any that fit, or add your own below

How to Ask for Your Adjustments

Practical guidance and scripts to make the conversation easier.

1
Understand your rights
▶

Under the Equality Act 2010, your employer has a legal duty to make reasonable adjustments if you are at a substantial disadvantage. You do not need a formal diagnosis - but you do need to disclose your condition, otherwise your employer cannot reasonably be expected to adjust.

Key point: The adjustment does not have to be exactly what you request - it has to be reasonable. Frame your list as a starting point for discussion, not a set of demands.
Note: You cannot claim adjustments retrospectively for situations where you had not disclosed. If you want adjustments, you need to raise the conversation.
2
Who to speak to
▶
  • Line manager - best first step for practical, day-to-day adjustments.
  • HR - if your manager is part of the problem, or if it needs formal documenting.
  • Occupational Health - if referred, or for complex needs. Their recommendations carry formal weight.
Tip: Starting with your manager keeps it practical and low-key. Adjustments can often be put in place quickly without a formal process.
3
Starting the conversation
▶
"Hi [name], would it be possible to set up a short meeting to discuss some workplace adjustments? I have a condition that affects certain aspects of how I work, and I'd like to talk through a few things that could help. It shouldn't take long - maybe 20-30 minutes. Could we find a time this week or next?"
Tip: You are not launching a complaint. You are starting a practical conversation about what works for you.
4
In the meeting
▶

Lead with your primary adjustments. For each one, use this structure:

"[Challenge]: I find it hard to process verbal instructions quickly, especially when a lot is said at once. [Adjustment]: It would really help if I could receive written follow-up notes after meetings. [Benefit]: That way I act on the right things, which means fewer errors and less time spent asking for clarification."
Tip: Linking each adjustment to a work benefit helps your manager see it as a practical solution, not a special favour.
5
Follow-up email template
▶

Whether you raise it verbally first or prefer to write, following up in writing creates a record and gives your manager time to consider your request.

6
If your request is declined or ignored
▶
  • Follow up in writing - summarise what was discussed and what was agreed.
  • Escalate to HR - if your manager is not taking action.
  • Request an Occupational Health referral - their written recommendations carry formal weight.
  • ACAS - free advice: acas.org.uk or 0300 123 1100.
  • EASS - Equality Advisory Support Service: equalityadvisoryservice.com or 0808 800 0082.
Important: Keep a written record of all conversations and responses. If things escalate, documentation matters.

Your Reasonable Adjustments Summary

Your personal document - share with your manager or HR, or use it as a reference in your conversation.

A print dialog will open. Choose Save as PDF to download, or select a printer.

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