Reasonable Adjustments for Neurodivergent Employees – Practical Examples That Work

Reasonable adjustments in the workplace can make a significant difference to how neurodivergent employees experience work. For individuals with autism, ADHD and learning disabilities, small changes to communication, structure or environment can remove barriers and support long-term success.

In the UK, employers have a legal responsibility to make reasonable adjustments where needed. However, many organisations are unsure what this looks like in practice.

This guide explains what reasonable adjustments are, why they matter, and provides practical examples that help both employees and employers create more supportive, effective working environments.

What Are Reasonable Adjustments in the Workplace?

Reasonable adjustments are practical changes that help employees do their job effectively. Under UK law, employers have a duty to make these adjustments for disabled employees, which includes many neurodivergent individuals such as those with autism, ADHD and learning disabilities.

In the UK, reasonable adjustments are a legal requirement under the Equality Act 2010. This means employers must take reasonable steps to remove barriers that could disadvantage employees, including those who are neurodivergent.

Quick Definition: What Are Reasonable Adjustments?

Reasonable adjustments are practical changes employers make to remove workplace barriers, helping employees – including those with autism, ADHD and learning disabilities – perform their job effectively and fairly.

In reality, reasonable adjustments are often simple. They are not about giving someone an unfair advantage, but about removing barriers that can make everyday work more difficult. When those barriers are reduced, individuals are able to work more comfortably, contribute more effectively and feel more confident in their role.

Understanding how adjustments work is an important part of building inclusive environments. Our guide to neurodiversity at work explains this in more detail and explores how different conditions can impact the workplace.

Why Reasonable Adjustments Matter for Neurodivergent Employees

Workplaces are not always designed with neurodivergent individuals in mind. Fast-paced environments, unclear communication and constant changes can make even straightforward tasks feel overwhelming.

With the right adjustments in place, however, the experience of work can change significantly.

Simple adjustments like reducing noise and distractions can help employees focus and work more effectively.

Employees are often able to focus more clearly, communicate more confidently and settle into a consistent way of working that feels manageable rather than stressful. Over time, this leads to increased confidence, improved performance and greater job stability.

For employers, making reasonable adjustments is not just about compliance, but about creating a workplace where people can perform at their best. This leads to stronger teams, improved retention and a more inclusive working environment.

Many of these approaches are widely recommended across UK workplace guidance and best practice for supporting neurodivergent employees.

Guidance from organisations such as ACAS highlights the importance of making reasonable adjustments to support employees and create fair working environments.

What Are Examples of Reasonable Adjustments?

Reasonable adjustments can include flexible working, written instructions, quieter workspaces, structured tasks and additional time to complete work. These changes help remove barriers and support employees to perform effectively.

Examples of Reasonable Adjustments That Actually Work

Below are practical examples of reasonable adjustments for autism, ADHD and learning disabilities in the workplace.

There is no single solution that works for everyone. The most effective adjustments are those that are tailored to the individual. However, there are common approaches that consistently make a positive difference in the workplace.

Examples of Reasonable Adjustments at Work (Quick List)

Common reasonable adjustments include:

• Providing written instructions instead of verbal-only guidance
• Offering flexible working hours or remote working
• Creating quieter workspaces or reducing sensory distractions
• Breaking tasks into clear, structured steps
• Allowing extra time to complete tasks

Clear and Structured Communication

One of the most effective adjustments is improving how information is communicated.

Many neurodivergent employees benefit from having instructions written down rather than relying solely on verbal explanations. Breaking tasks into clear, manageable steps can make expectations easier to understand and follow.

Avoiding vague or open-ended language also helps reduce uncertainty. Even small changes, such as confirming understanding after giving instructions, can prevent confusion and help employees feel more confident in what they are doing.

This is particularly effective as a reasonable adjustment for employees with autism or ADHD, where clarity and structure can significantly improve understanding and performance.

Predictable Routines and Structure

Uncertainty can be a significant source of stress in the workplace. Having a predictable routine helps create a sense of stability and control.

This might involve consistent working hours, clear daily or weekly plans, and advance notice of any changes. When employees know what to expect, they are better able to prepare, manage their workload and stay focused.

Structure is not about rigidity, but about providing a clear framework that supports confidence and consistency. This is especially helpful for individuals with autism or learning disabilities who benefit from clear expectations.

Adjustments to the Physical Environment

The physical workplace environment can have a major impact on concentration and comfort.

Busy, noisy or highly stimulating environments can be overwhelming for some individuals. Simple adjustments such as access to a quieter workspace, reducing unnecessary noise or adjusting lighting can make a noticeable difference.

These types of adjustments are often particularly effective for autistic employees or those with sensory sensitivities, helping to reduce overwhelm and improve focus.

You can explore this further in our guide to supporting autistic employees in the workplace, including practical ways to reduce sensory overwhelm.

Flexible Working Approaches

Flexibility can be key to helping individuals work in a way that suits how they function best.

For some, this might mean slightly adjusted working hours or the option to work remotely when needed. For others, it may involve adapting workloads during particularly demanding periods or allowing short breaks to reset and refocus.

Flexible approaches are often beneficial as a reasonable adjustment for employees with ADHD, where energy levels, focus and concentration can vary throughout the day.

For more insight, our article on ADHD in the workplace explains how flexibility and structure can improve focus and productivity.

Additional Time and Processing Support

Some neurodivergent individuals may need more time to process information or complete certain tasks, particularly when learning something new.

Allowing extra time where needed can reduce pressure and enable individuals to engage more fully with their work. Providing information in advance, or giving time to think before responding, can also support more effective communication.

This can be especially valuable for individuals with learning disabilities or those who benefit from a slower, more structured pace.

Reasonable Adjustments for Autism, ADHD and Learning Disabilities

While every individual is different, some adjustments are particularly effective depending on the type of neurodivergence.

For example, employees with autism may benefit from clear communication, structured routines and reduced sensory distractions. Those with ADHD may benefit from flexibility, movement breaks and support with prioritisation. Individuals with learning disabilities may benefit from simplified instructions, additional time and practical demonstrations.

The most effective approach is always personalised, but understanding these differences can help employers make more informed decisions and provide the right support from the outset.

What Reasonable Adjustments Look Like in Practice

In real workplace situations, adjustments are often small but highly effective.

For example, an employee with ADHD may struggle with task prioritisation in a fast-paced role. By introducing a simple daily task list and regular check-ins, they are able to focus more clearly and manage their workload with greater confidence.

Clear communication and one-to-one support are simple adjustments that can make a big difference in the workplace.

In another case, an autistic employee working in a busy environment may find noise overwhelming. Providing access to a quieter space or noise-cancelling headphones can significantly improve comfort and concentration.

These types of adjustments are often straightforward to implement, but their impact can be significant for both the individual and the wider team.

How to Implement Reasonable Adjustments (Step-by-Step)

To implement reasonable adjustments effectively:

1. Speak with the employee to understand their needs
2. Identify specific challenges in their role
3. Agree on practical adjustments to trial
4. Review what works and make improvements
5. Continue to adapt support over time

How Employers Can Implement Adjustments Effectively

Implementing reasonable adjustments does not need to be complicated. What matters most is taking the time to understand the individual and being open to adapting where needed.

This often starts with a conversation. Creating a supportive space where employees feel comfortable discussing what helps them work effectively is key. From there, adjustments can be trialled, reviewed and refined over time.

It is important to recognise that needs may change. What works well initially may need to be adapted as someone becomes more confident in their role or as responsibilities shift.

A flexible, understanding approach will always be more effective than a rigid one.

For organisations looking for more structured support, our neurodivergent employment support services help employers identify challenges, implement practical adjustments and support individuals to succeed in the workplace.

What If Someone Doesn’t Know What Support They Need?

Not everyone will immediately know what adjustments would help them. This is particularly common for individuals who may not have received support before or who are still developing their understanding of how they work best.

In these situations, a more guided approach can be helpful.

This might involve exploring challenges together, identifying patterns in what feels difficult, and gradually testing different strategies. Over time, this builds self-awareness and helps individuals develop a clearer understanding of what works for them.

Our coping strategy sessions are designed to support this process, helping individuals better understand how they work and build confidence in the workplace.

How Stride Supports Neurodivergent Employees and Employers

Stride Yorkshire works with both individuals and employers to identify practical, effective workplace adjustments that make a real difference.

Stride Yorkshire works with individuals and employers to provide practical, tailored workplace support.

Our approach focuses on understanding how each person works best, and developing strategies that are realistic, supportive and tailored to their role.

We support individuals with:

• building confidence at work
• improving communication
• managing workplace challenges
• developing practical coping strategies

We also work with employers to:

• better understand neurodiversity in the workplace
• implement reasonable adjustments effectively
• create more inclusive working environments

We support individuals and organisations across areas including Doncaster and York, offering both in-person and remote support depending on individual needs.

For organisations looking for more structured support, our neurodivergent employment support services help implement practical, tailored workplace adjustments.

FAQs About Reasonable Adjustments at Work

What are examples of reasonable adjustments at work?

Reasonable adjustments can include flexible working hours, written instructions, quieter workspaces, additional time to complete tasks and structured routines to improve clarity and focus.

Do employers have to provide reasonable adjustments?

Yes. Under the Equality Act 2010, UK employers must make reasonable adjustments for disabled employees, including many neurodivergent individuals.

Are reasonable adjustments expensive?

Most adjustments are low-cost or free. Simple changes such as clearer communication or structured tasks often have the biggest impact.

Do you need a diagnosis to ask for adjustments?

Not always. Employees can request support based on their needs, even without a formal diagnosis.

Creating a More Inclusive Workplace with the Right Support

Reasonable adjustments are often simple, but their impact can be significant. When employers take the time to understand how someone works best, they create an environment where individuals can contribute with confidence and consistency.

For individuals, this means feeling more supported and able to progress in work. For employers, it leads to stronger teams, improved retention and a more inclusive workplace.

If you’re looking to better support neurodivergent employees, or need guidance on implementing practical adjustments, Stride Yorkshire can help.

You can explore our neurodivergent employment support in Doncaster or employment support services in York, or get in touch to discuss the right support for your situation.