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Workplace adjustments

Everyone who wants to work should be enabled and empowered to do so. Individuals with disabilities, including those related to neurodivergence, are entitled to receive workplace adjustments that help them enter and remain in work.

Employers and line managers need to be aware of the different ways to provide this support.

Providing workplace adjustments

It’s important to establish a clear internal process for submitting and managing adjustment requests. 你应该:

  • have a dedicated place where these requests can be sent and managed, like an inbox or online ticketing system.
  • check that line managers understand how to access support for colleagues
  • make sure line managers are trained to manage adjustment requests sensitively and privately
  • maintain a document to track adjustments and progress, such as a tailored adjustment plan (TAP) or a workplace adjustment plan (WAP).

Not all workplace adjustments will come at a cost, but some will. If full funding can’t be covered by the employer, consider applying for support via the Access to Work scheme.

Access to Work

Access to Work is a UK Government scheme. It offers funding support for workplace adjustments needed by those who have a disability, including neurodivergent conditions. A grant application can be made online or by phone by the eligible individual and not by the employer or line manager. Find out eligibility information.

Information for line managers

If you have a neurodivergent team member who needs a workplace adjustment, follow this sequence of tasks.

  1. Meet with them in a private space to discuss what support might work best for them. Document the discussion in a TAP. This will help facilitate the conversation by identifying the current barriers your team member is facing and setting out a series of actions to remove or improve them. See an example of a TAP.
  2. After the initial meeting, you should both follow up on any assigned actions within the TAP. For a manager, this might involve contacting Occupational Health or raising a request with a relevant internal department, like IT or Facilities, to request a specific type of equipment, assistive technology or advice on existing tools available that could help to reduce or remove a particular barrier. For the individual, this could involve making a grant application to Access to Work.
  3. Arrange regular check-in sessions to update each other on progress made with the actions set out in the TAP, and to ask the individual about their general wellbeing at work.