Reasonable Adjustments in the Workplace

Reasonable adjustments (sometimes called accommodations) are changes your workplace can make to support your needs — especially if you’re disabled, neurodivergent, or managing long-term health conditions.

They’re designed to remove barriers that might be getting in the way of you doing your job effectively and feeling comfortable at work.

What counts as “reasonable”?

This usually depends on:

• How big your employer is and what resources they have available
• What your specific role involves
• What kind of support would actually level the playing field for you

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, and Australia) have similar laws — though the exact definitions and processes can vary.

But here’s the thing: even beyond legal requirements, many good employers want to provide adjustments because it’s simply the right thing to do — and because it genuinely helps everyone do their best work.

Common adjustments that help neurodivergent employees

The good news is that most adjustments don’t have to be expensive or complicated. Here are some examples that can make a huge difference:

• 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

This isn’t “special treatment”

Here’s what’s important to understand: reasonable adjustments aren’t about giving you more than others. They’re about making things fair when the default setup simply doesn’t work for everyone.

Think of it like installing a ramp alongside stairs. The ramp isn’t giving wheelchair users an unfair advantage — it’s giving them the same access that others already have.

And here’s a bonus: what supports you might quietly help your colleagues too. When workplaces become more inclusive, everyone often benefits.

You shouldn’t have to squeeze yourself into an impossible mold to succeed at work. Good workplaces can adapt and grow — with curiosity, genuine care, and often surprisingly small changes that make an enormous difference to how you feel and perform.