Reasonable adjustments at work
A supportive guide to asking for workplace adjustments for disability, ADHD, autism, dyslexia, mental health or long-term health conditions.
Plain-English UK support. Calm steps, no shame, and no need to do everything at once.
Reasonable adjustments at work: the simple version
A supportive guide to asking for workplace adjustments for disability, ADHD, autism, dyslexia, mental health or long-term health conditions.
This guide is for people who need support at work, during applications, or while managing health or neurodivergent needs. Start with one small action: check the eligibility section, gather one piece of evidence, then use the official or provider route linked further down the page.
Quick answer
A reasonable adjustment is a change that helps reduce disadvantage at work. It does not have to be dramatic. Sometimes the most useful adjustment is clearer instructions, quieter working time, flexible breaks or assistive software.
If this feels like too much, choose one small step from the guide and leave the rest for later.
Who this guide is for
This guide is for anyone who finds work harder because of a disability, neurodivergence, mental health difficulty or long-term health condition. You might already have a diagnosis, be waiting for one, or simply know that certain parts of work are becoming unmanageable.
You do not need to prove you are struggling with everything. Adjustments can be about one part of the job, such as meetings, travel, calls, interruptions, deadlines, written work or sensory overload.
Examples of adjustments
Examples include written instructions after meetings, flexible start times, more predictable rotas, quiet workspace, noise-reducing headphones, screen-reading or dictation software, extra processing time, split tasks, reduced interruptions, adjusted absence triggers, phased returns or permission to use reminders and checklists.
For ADHD, useful adjustments may be clearer priorities, fewer last-minute changes, body-doubling, task check-ins or written follow-ups. For autism, predictable communication, sensory adjustments and clear expectations may help. For dyslexia, software, templates, extra reading time and alternative formats can matter.
How to ask without over-explaining
You do not have to disclose every personal detail. A simple structure is: “I am experiencing difficulty with X because of my health/disability. This affects Y part of my work. I would like to discuss whether Z adjustment could help.”
If saying it out loud is hard, send it in writing. If you have a manager you trust, start there. Otherwise HR, Occupational Health, a union rep or a support worker may help.
Occupational Health and Access to Work
Occupational Health can suggest adjustments and help your employer understand your needs. Access to Work may also help with practical support. They are not the same thing, but they can work together.
Keep a short record of what you asked for, when you asked, and what response you received. That helps if things become confusing later.
What to do today
Pick one task that is causing the most stress. Write what happens, what the impact is, and one change that would make it easier. That is your starting point. You do not need to solve the whole workplace in one message.
Common questions
Do I need a formal diagnosis?
A diagnosis can help, but employers should focus on the disadvantage and support needed. Evidence can vary by situation.
Can adjustments be simple?
Yes. Many helpful adjustments are low-cost and practical.
What if my manager says no?
Ask for the reason in writing and consider HR, Occupational Health, a union, ACAS or an advice service.
At a glance
- Best first step: check eligibility and gather the most recent letter, bill or evidence that explains your situation.
- Good for: people who need practical, low-pressure support rather than a long list of jargon.
- Helpful next step: save this guide into Your Unique Support if you want to build a simple plan.
Routes can change, so always check eligibility and final wording on the official provider, council, charity or regulator page.