In the UK, even without a formal diagnosis of autism or ADHD, you are still entitled to ask for reasonable workplace accommodations if you believe you have a disability. The Equality Act 2010 protects individuals from discrimination and requires employers to make reasonable adjustments to support employees. Here are some accommodations you can request to help you thrive at work.
1. Adjusted Work Environment
- Quiet Workspace: Request a quieter area, private office, or use of noise-cancelling headphones.
- Flexible Lighting: Ask for softer or adjustable lighting to reduce sensory discomfort.
- Break Spaces: Request access to a quiet space for breaks when feeling overwhelmed.
2. Flexible Working Hours
- Flexible Start/End Times: Later start times can help manage energy levels or avoid rush-hour travel.
- Remote Working: Request to work from home full-time or part-time, if the role allows.
- Breaks for Mental Reset: Ask for short, regular breaks to manage energy and focus.
3. Clear and Structured Communication
- Written Instructions: Helps reduce confusion and provides reference material.
- Clear Task Breakdown: Ask for step-by-step guidance to reduce overwhelm.
- Regular Check-Ins: Schedule short meetings to stay on track and ask questions.
4. Managing Social Interactions
- Minimised Group Interactions: Ask to attend smaller meetings or work independently where possible.
- Meeting Structure: Request clear agendas and time limits to help stay focused.
- Flexibility Around Social Events: You can opt out of non-essential social events if needed.
5. Time Management Support
- Task Management Tools: Use calendars, reminders, or project tools to stay organised.
- Visual Schedules: Helpful for prioritising tasks and understanding timelines.
- Flexible Deadlines: Request extensions when needed due to executive functioning challenges.
6. Sensory Adjustments
- Reduce Sensory Triggers: Ask for fragrance-free zones, control over lighting, or sound adjustments.
- Fidgeting Tools: Request permission to use sensory aids to stay focused.
- Temperature Control: Use a fan, heater, or adjust thermostat to manage sensory sensitivity.
7. Support for Focus and Productivity
- Extra Time for Tasks: Ask for extensions to allow for concentration difficulties.
- Flexibility in Task Switching: Structure work to allow switching between tasks as needed.
8. Clear Guidelines for Expectations
- Written Feedback: Ask for feedback in writing to provide clarity and reference points.
- Job Descriptions and Metrics: Helps ensure you understand responsibilities and performance goals.
9. Peer Support and Mentoring
- Mentoring or Buddy System: Ask for a colleague or mentor to help navigate work and expectations.
- Coaching on Organisation: Request help managing workload, especially if struggling with planning or prioritising.
10. Training for Colleagues
- Autism/ADHD Awareness Training: Helps create a more inclusive and understanding team culture.
- Team Communication Coaching: In some cases, training others on how best to work with you can make a big difference.
How to Approach the Request
- Be Clear and Specific: Explain what you need and how it will help you perform better.
- Focus on Practicality: Frame adjustments in terms of increased productivity and workplace fit.
- Know Your Rights: Under the Equality Act 2010, reasonable adjustments must be considered if a condition substantially affects your daily life, with or without diagnosis.
- Stay Open to Dialogue: Your employer may propose alternatives or need time to implement changes.
Key Points to Remember
- Disability Rights: The Equality Act 2010 applies to neurodivergent conditions—even without formal diagnosis.
- No Diagnosis Disclosure Required: You don’t need to name a condition.