Reasonable Adjustments in the Workplace
Reasonable adjustments (or accommodations) are changes made at work to support someone’s needs — especially if they’re disabled, neurodivergent, or dealing with long-term health conditions.
They’re designed to remove barriers and help people do their job effectively and comfortably.
What counts as “reasonable”?
It depends on:
- The size and resources of the employer
- The nature of the role
- What support is needed to level the playing field
In the UK, employers have a legal duty under the Equality Act 2010 to provide reasonable adjustments for disabled employees. Other countries (like the US, Canada, or Australia) have similar laws — though definitions and processes vary.
But beyond legal requirements, many employers choose to offer adjustments because it’s the right thing to do — and helps everyone do their best work.
Common adjustments for neurodivergent employees
These don’t have to be expensive or complex. Examples might include:
- Flexible working hours or remote/hybrid options
- Noise-cancelling headphones, quiet zones, or low-stimulus workspaces
- Clearer written instructions, fewer verbal demands, or visual aids
- Extra breaks or time out after intense meetings or tasks
- Advance notice for meetings or schedule changes
- Mentoring, buddy systems, or check-in chats
- Alternative formats for training or communications
- Time off for therapy, assessments, or recovery
- No-pressure social events or opt-out policies
It’s not “special treatment”
Reasonable adjustments aren’t about giving one person more — they’re about making things fair when the default setup doesn’t fit everyone.
Think of it like building a ramp for someone who can’t use stairs. You’re not giving them an advantage — you’re giving them access.
And what supports one person might quietly benefit others too. That’s the power of inclusion.
Neurodivergent employees don’t need to fit a mould. Workplaces can shape themselves better — with curiosity, compassion, and small shifts that go a long way.