Introduction
More employees across England and Wales are now seeking support for neurodivergent conditions such as ADHD and dyslexia. Awareness has grown, but many people still feel uncertain about how to ask for help at work. Some worry about how they will be perceived. Others are unsure of their legal rights.
Requesting workplace adjustments can feel like a difficult step. However, the law provides important protections, and employers are expected to respond appropriately when needs are identified.
This article explains how to request adjustments for ADHD or dyslexia, what your employer’s legal obligations are, and how to approach the process with confidence.
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Understanding ADHD and Dyslexia in Employment
Attention deficit hyperactivity disorder and dyslexia affect people in different ways. ADHD may involve difficulties with concentration, organisation or impulse control. Dyslexia often impacts reading, writing and information processing.
In the workplace, these conditions can influence how tasks are completed rather than whether they can be completed at all. With the right support, employees can perform to a high standard.
Employers are increasingly recognising this. However, support is not always offered automatically. In many cases, the employee needs to take the first step.
Are ADHD and Dyslexia Protected by Law?
ADHD and dyslexia are not automatically classed as disabilities under the Equality Act 2010. Whether they qualify depends on their effect on the individual.
To be considered a disability, the condition must:
- Have a substantial impact on day to day activities
- Be long term, meaning it has lasted or is likely to last at least 12 months
If this definition is met, the employer has a legal duty to make reasonable adjustments.
Even where the legal threshold is unclear, many employers will still consider adjustments as part of good practice. It is often in everyone’s interests to ensure employees are properly supported.
What Are Reasonable Adjustments?
Reasonable adjustments are changes made to remove or reduce disadvantages faced by an employee due to a disability.
For ADHD or dyslexia, adjustments might include:
- Flexible deadlines or altered workloads
- Written instructions to support verbal communication
- Assistive software such as speech to text tools
- Quiet workspaces or noise reducing equipment
- Changes to how meetings are conducted
- Additional time for tasks that involve reading or writing
What is reasonable will depend on the role, the organisation and the specific needs of the individual.
When Should You Request Adjustments?
There is no perfect moment to raise the issue. Some employees choose to disclose their condition during recruitment. Others wait until they are settled in the role.
You may wish to request adjustments when:
- You are struggling to meet expectations due to your condition
- Your workload or responsibilities change
- Symptoms become more difficult to manage
- You receive a formal diagnosis
Early communication can prevent problems from escalating. However, it is never too late to ask for support.
How to Request Adjustments: A Step by Step Approach
- Consider Your Needs
Before speaking to your employer, take some time to reflect on what would help you.
Think about:
- Which aspects of your role you find most challenging
- What changes could make those tasks easier
- Any adjustments that have helped you in the past
Being clear about your needs will make the conversation more productive.
- Gather Supporting Information
You do not always need a formal diagnosis to request adjustments. However, medical evidence can strengthen your request.
This might include:
- A report from a GP or specialist
- An occupational health assessment
- Educational assessments relating to dyslexia
If you do not have documentation, you can still explain your experiences and the impact on your work.
- Decide Who to Speak To
Most organisations have a process for requesting adjustments. This may involve:
- Your line manager
- A human resources representative
- An occupational health team
If you are unsure, check your employer’s policies or ask for guidance.
- Make the Request
You can raise the issue informally in a meeting or submit a written request. In many cases, doing both is helpful.
When making your request:
- Explain your condition in clear terms
- Describe how it affects your work
- Suggest specific adjustments
- Emphasise that the aim is to perform your role effectively
You do not need to share every detail of your condition. Focus on what is relevant to your work.
- Engage in the Discussion
Once the request is made, your employer should engage with you to explore possible solutions.
This may involve:
- Follow up meetings
- Input from occupational health
- Trial periods for adjustments
The process should be collaborative. Both sides should work towards a practical outcome.
- Confirm What Has Been Agreed
If adjustments are put in place, it is sensible to confirm them in writing. This helps to avoid misunderstandings and provides a record for future reference.
What If Your Employer Refuses?
Not all requests will be accepted. An employer may refuse adjustments if they are not considered reasonable.
However, the decision must be justified. Factors that may be considered include:
- The cost of the adjustment
- The size and resources of the organisation
- The impact on the business
If your request is refused, you can:
- Ask for a clear explanation
- Propose alternative adjustments
- Raise a formal grievance if necessary
- Seek legal advice
A blanket refusal without proper consideration may amount to discrimination.
The Role of Occupational Health
Occupational health assessments can be a valuable part of the process. They provide an independent view of your condition and how it affects your work.
An assessment may:
- Identify appropriate adjustments
- Offer practical recommendations
- Help your employer understand your needs
While not always required, occupational health input can make discussions more straightforward.
Common Challenges and How to Address Them
Concerns About Disclosure
Many employees worry about stigma or negative treatment. While these concerns are understandable, the law protects you from discrimination.
Employers are expected to handle disclosures sensitively and confidentially.
Lack of Awareness
Some managers may have limited understanding of ADHD or dyslexia. Providing clear explanations and practical examples can help bridge this gap.
Delays in Implementation
Adjustments should be implemented within a reasonable timeframe. If there are delays, follow up and ask for updates.
Benefits of Requesting Adjustments
Requesting adjustments is not just about legal rights. It can have a significant impact on your working life.
Benefits may include:
- Improved performance
- Reduced stress
- Greater job satisfaction
- Increased confidence
For employers, supporting neurodivergent employees can lead to better retention and a more inclusive workplace.
Practical Tips for Employees
- Be clear and specific about your needs
- Keep records of conversations and agreements
- Follow up if progress is slow
- Stay open to different solutions
- Seek support if needed
Approaching the process calmly and professionally can make a real difference.
Practical Tips for Employers
- Take requests seriously and respond promptly
- Avoid making assumptions about the condition
- Focus on practical solutions
- Provide training for managers
- Monitor the effectiveness of adjustments
A thoughtful approach benefits both the organisation and its employees.
How Blackstone Solicitors Can Help
At Blackstone Solicitors, we advise employees and employers across England and Wales on workplace rights and responsibilities.
We can assist with:
- Advising on reasonable adjustments and disability discrimination
- Supporting employees in making requests
- Helping employers implement compliant policies
- Representing clients in Employment Tribunal claims
Our advice is clear, practical and tailored to your situation.
Conclusion
Requesting adjustments for ADHD or dyslexia in the workplace can feel challenging, but it is an important step towards ensuring you can work effectively and comfortably.
The law provides protection where conditions meet the definition of disability, and many employers are willing to offer support even where the legal position is less clear.
By understanding your needs, communicating clearly and engaging with your employer, you can create a more supportive working environment.
If difficulties arise, legal advice can help you understand your options and protect your rights. Blackstone Solicitors is here to guide you through the process with confidence.
How to Contact Our Employment Law Solicitors
It is important for you to be well informed about the issues and possible implications of Employment Law. However, expert legal support is crucial in terms of ensuring a positive outcome to your case.
To speak to our Employment law solicitors today, simply call us on 0345 901 0445, or click here to make a free enquiry. We are well known across the country and can assist wherever you are based. We also have offices based in Cheshire and London.
Please visit our website to see all the Employment Law services we offer: https://blackstonesolicitorsltd.co.uk/employment-law-services/
Disclaimer: This article provides general information only and does not constitute legal advice on any individual circumstances.
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