Take part: tips on talking to employers about reasonable adjustments

This is almost exactly what I requested in terms of adjustments and that dreaded word 'reasonable' was used to deny them.

These are almost like a 10 commandments of autism in employment.

It's areally important topic. Thank you! In my case I'm not diagnosed,  so it's a bit tricky. But the fact is that I used to have my reasonable adjustments at work even before suspecting autism. It was a call center,  open floor big office and of course a lot going on. I couldn't get my only place, but our team had one area so I usually sat at the same place or somewhere close. My issue was background noise and the one-ear only headset provided by the company. I couldn't do calls with it. So I asked the management if it's fine that I use my own headphones. They had special rubber cover for additional isolation. They asked only to test, if they work and then they had no issues with it. I also needed additional breaks from the screen. That one was more problematic sometimes. But I also had it sometimes.  I remember one manager suggested that I go to doctor eith it. I had strengths such as ability to explain everything precisely to the customer in a way that they really had no more questions,  solving complex problems,  catching frauds thank to my attention to detail. I think, the company could do a bit more for me by moving me to a specialised team where these tasks require more of my skills. But I also noticed, managers used to assign me more of such complex "tickets" and I was happy also because they put me on a status without incoming calls. I used to have a high anxiety because of the calls, I had no idea who will call, when, what they wanna know or what u have to do for them. That job required fast decision making. So the best adjustment I made for myself was changing job.

Now im working in a warehouse of a hardware store. I have my adjustments- I'm allowed to use my earbuds. Whenever my manager gives me instructions,  I ask him to give me a moment and repeat, so I can write it down. Otherwise I just communicate, what is my issue and what is my need. I also explained,  that I appear anti social,  not because I hate people,  but because I'm slower to process a conversation.  So this made my manager look also in my direction when there is a chat, although I don't speak or very rarely. This way I feel included. I also inform my colleagues,  that they need to repeat for me what they say, not always,  but quite often, because I'm slower. Especially if I'm busy doing something,  it takes me more time to shift my attention from my task to the colleague  

I'm not the only one with some condition in our company, there are more people with various conditions and disabilities,  both mental and physical. But whenever someone asks why I react this way to noise, I just say I have a neurological disorder, I'm sensitive etc. And there are no more questions. 

Structure and clear expectations should be, in my opinion,  in every company, not just as adjustment for a certain group. I also told my colleagues It's hard for me to understand jokes and anything ambiguous.  My manager is very clear with me, he got used to it - give me instructions,  tasks, short feedback and not talk to me too much. My current job let's me use my skills and I'm praised for my work. Although I work below my qualifications for the lowest wage, I know what would be the price of a more ambitious position.  Additionally I have to say- the more ambitious positions are unavailable for me, because I somehow appear unattractive,  not self confident etc. So many recruiters probably doubt that I would be able to complete more complex tasks.

I post content on LinkedIn about this sort of thing...this is my latest on this topic....

​The "Reasonable" Trap: 

10 Fair Adjustments for Autistic Talent 

​In the workplace, the word "Reasonable" is often used as a shield. Companies ask, "Is it reasonable for us to change?" when they should be asking, "Is it fair to let our talent struggle in an environment that wasn't built for them?"

​If you want to move past the "struggle tax" and actually unlock neurodivergent potential, here are 10 adjustments that are both fair and reasonable:

​1. The "Written-First" Rule 

​Stop relying on "drive-by" desk chats for important tasks. Sending instructions via email or Teams gives an autistic employee a clear reference point and reduces cognitive load.

​2. Camera-Optional Meetings 

​Video calls are a sensory minefield. Allowing "cameras off" helps many autistic people focus on the audio information without the exhaustion of maintaining "appropriate" facial expressions.

​3. Sensory-Aware Seating 

​Don’t force hot-desking. A fixed desk in a quiet corner, away from the coffee machine or high-traffic corridors, is a zero-cost way to prevent sensory overload.

​4. Advanced Agendas 

​Never send a calendar invite that just says "Quick Catch-up." Providing a 3-point agenda 24 hours in advance allows an employee to prepare, reducing anxiety and improving contribution.

​5. Noise-Cancelling Permission 

​In an open-plan office, noise-cancelling headphones are a prosthetic tool, not a distraction. Normalize their use as a standard "focus mode" signal.

​6. Explicit Social Norms 

​Don’t rely on "unwritten rules." If the office culture is "casual Fridays" or "lunch is at 1 PM," say it clearly. Ambiguity is the enemy of inclusion.

​7. Asynchronous Updates 

​Instead of a high-pressure "morning huddle" where everyone stands in a circle, allow updates to be posted in a shared document or channel.

​8. Work-from-Home Flexibility 

​The most reasonable adjustment of all. For many, the office is the barrier. Removing the commute and the sensory chaos of the building can double an autistic employee’s output.

​9. Clear Performance Metrics 

​Avoid vague feedback like "You need to be more of a team player." Use concrete goals: "Complete X tasks by Friday." Clarity is fairness.

​10. Direct Communication Training 

​Fairness works both ways. Training managers to be direct and literal saves everyone time and prevents the "guessing games" that lead to burnout.

​The Bottom Line?

​These aren't "perks." They are access requirements. 

When we stop asking if an adjustment is "fair" to the group and start asking if the environment is "fair" to the individual, everyone wins. 

​True fairness is giving everyone the right tools to reach the same finish line.

​#Neurodiversity #AutismAtWork #ReasonableAdjustments #Inclusion #HR #WorkplaceEquity #LeadershipTips #Management #ActuallyAutistic #PsychologicalSafety

Thanks for your understanding and support. It means a lot to receive support and validation.

My energy and mood around this is up and down from 'get it right up them' to 'why has this happened to me' almost on a daily if not hourly basis.

Thanks Mr T Even if the employer does not respond to e-mails this says a lot about how one is being treated too.  Eventually one might find an opportunity in the same workplace to address this and this evidence can be used to support one's continuing efforts to gain reasonable adjustments.  (Not just for oneself but also other autistic people in the same organisation) Likewise the Occ Health report carries a lot of "weight" in employment situations - and any negotiation about reasonable adjustments needs to include it's findings and recommendations.   Employers don't have to follow it - however if they do not it is "frowned upon" in any further legal contest - I personally find it hard not to behave as if legal contest will be an end game based on past experience too!  However doing one's utmost to remain optimistic of a positive outcome and "leveraging" the report to achieve this as part of the "difficult conversation" process is a tip I would like to pass on to those perhaps not so ground down as myself :-) .

Thanks

Thank you Mr T 

I empathise completely with the emotional toll and the desire/need to vent.

From a personal perspective acknowledging one's own neurological needs and having others do so are at the very root of this issue.

I personally cannot "recover" from workplace stress while the workplace remains an active hazard. Returning to an unadjusted environment is like trying to heal a broken leg while still being required to run on it.

Best tips following on from Phased excellent breakdown is to ensure you get everything in writing. Use email to confirm verbal discussions.

It is best to be forewarned to cover yourself. Try to get an Occupational Health report if you can.

I disclosed my diagnosis to my (soon to be) employer. This was during the first stage of my online application, to enable me to request reasonable adjustments for the interview. i.e. Asking for the interview questions in advance (if practicable). I did this to assist in explaining my one lengthy gap in my CV. I was fortunate as one of the managers son is diagnosed ASD. This week I've been diagnosed with dyslexia and dyscalculia. I don't feel its necessary to further disclose at this time due to the nature of the role applied for. I have applied for several jobs since my diagnosis in Jan and I have disclosed at various different stages, job role dependant. 

That is an excellent expression of the process. I had misread the OG and vented on my own over 3 years struggle. I must say that the emotional toil it has taken. I am treading water at the moment and now that my tribunal in in sight I am starting to doubt the outcome. Even though I have around 5 years worth of evidence, the vast majority of it written in email etc.

I know the 'Caring professions' legal team has been stalling and hence increasing my legal costs as my lawyer charges for everything, 

My current job I actually disclosed my diagnosis during the interview (something that I wouldn’t normally recommend in normal circumstances), but broaching that topic early and putting that in my employer’s ear has made it less stressful to ask for accommodations later.

Thanks for picking up on this topicSharon Mod and NAS.

Your ask is for "wisdom, advice or tips for broaching the conversation, and what made it easier".

I no doubt do not have to frame this to those inquiring in the context of acknowledged figures that 80% of autistic people are not in employment.

I suspect that the collective experience reported in response to this post may reflect that and mostly reveal reason for rather than solutions to - ever the same one might say.

This topic sits very squarely in the "dual empathy" issue and also what I personally term the third empathy issue of the autistic struggle to empathise with oneself.

For full reveal I continue to learn how to answer the questions posed at some cost both financially and to my own mental health and I haven't yet had adequate reasonable adjustments in employment myself despite nearly 3 years of requesting them...

Nonetheless I will do my best to frame a response in solution based terms.

so:

1. Get expert support - especially since one may have masked/continue to mask personal needs from oneself as well as others - this needs to be someone who understands autism, the law and how "human factors" (sorry about the jargon) intersect around this matter.  In the UK the "Access to Work Scheme" MAY provide access to this support without financial costs.  However be aware some providers who one might seek to provide support thro' this exclude organisations which are expected to be able to provide this - eg NHS (and my personal experience is that this support is not available from my workplace - another story...).  Also be aware that when last I checked the newly launched on-line application Access to Work for this quotes 37 weeks before one might expect a response...  If you are able to have Trade Union support through this I would also strongly recommend it - albeit that regrettably the capability and desire to do so sadly varies in my experience.  Also Trade union support is not without membership costs.  Likewise one might be in the fortunate position to be able to pay for autism specialist assessment specific to your workplace.

2. Establish clearly via a personal risk assessment, your particular autism assessment/profile and further expert support what the reasonable adjustments you are seeking are and critically that needs need to be regularly re-assessed/ monitored for effectiveness and updated.  Please consider that reasonable adjustments vary according to how one is IN THE MOMENT.

3. Know you rights, however be prepared to adapt how one presents them - my experience indicates that few people in authority take being told what to do or being told what they are doing is wrong easily...   In the UK under the Equality Act 2010 (albeit in Northern Ireland it is still under the Disabilities Discrimination Act 1995)  In the UK as well, if one's health is damaged by failures in reasonable adjustments to manage workplace stress, then it also technically becomes a workplace safety problem under the Health and Safety at Work etc Act 1974 and The Management of Health and Safety at Work Act 1999.

4. Because of 3 I would recommend anyone doing so prepare by undertaking "difficult conversation" training and practice this beforehand.  Broadly speaking start with establishing facts and keep in mind what the desired outcome is.  Take into account emotional state of the person one is presenting to and what you know by experience how they are likely to behave according to different circumstances. CRITICALLY take into account your own emotional state (one needs to remain calm - if not then then make "advance reasonable adjustment" to ensure one can be - be it written communication, environment, support...).  Use "I" statements rather than sounding accusatory.  Listen to the answers you get.  Focus on the future and shared solutions rather than blame.  Close with clear actionable next steps and something "positive".  Document the conversation as necessary.

5. I know it is hard not to give up - so CRITICALLY give yourself time to acknowledge the struggle you might be experiencing in working thro' this process.  From my personal experience there is an awfully large amount of mental and emotional "heavy lifting" involved in this process .  Consider factors 1 and 2 in this context.  Remember that without your health work cannot be sustained - this is the goal and this can be achieved.

Happy to engage with any further up work that comes from this - personal message from NAS - I will respond.

Best wishes

The idea of asking for reasonable adjustments should be straightforward but my experience says not. It depends on your manager / employers attitude and internal biases based on stereotypes. I tried everything including disability advisor and occupational health, who were supportive and suggested reasonable adjustments. In the end my manager chose to ignore my requests stating that they were unreasonable so refused and removed from my career role of over 30 years. I am now in the redeployment process with little hope of success in finding a suitable role due to my very niche qualifications and experience.

I have been in temporary positions which is more or less deskilling me. I face the prospect of my employment being terminated and a hefty legal bill for taking my employer to to a tribunal.

All this in a public sector organisation that people call the caring profession.