Background

Reasonable adjustments allow you to your job at the best of your ability. When it comes to adjustments, for example, a reasonable adjustment could be having extra time in an exam, or being able to record lectures.

Under the UK Equality Act 2010, employers are required to make reasonable adjustments for their disabled employees, including those in the Autism Spectrum. Work organisations have an anticipatory duty to plan ahead and reduce the barriers for disabled employees. This means developing inclusive practices that support all employees.

Some organisations have risen to this challenge by putting in place systems that are on offer to all employees, whether registered disabled or not. Examples might be adapting their recruitment practices to problem-based assessment rather that relying exclusively on interviews or allowing flexible working hours. However, currently this is the exception rather than the norm, and the more established route is to offer individual reasonable adjustments to an individual where barriers to work are identified.

Why is this relevant?

Some people on the Autism Spectrum, do not need any specific adjustments at work, but others do. Adjustments can range from anything like flexible hours, changes in computer monitor schemes or lighting, or regular updates on performance. To ensure that you perform at your best at work, and that you do not become overwhelmed and stressed, it is important that the appropriate adjustments are made for you in your workplace.

To be eligible for individual reasonable adjustments you need to disclose your autism diagnosis and discuss your needs with Occupational Health. In most cases you will be asked to evidence your autism and the impact is likely to have on your work. The Occupational Health Officer can discuss reasonable adjustments that may be appropriate, based on your individual needs and work requirements.

In the following clip Tony Attwood and Zach Zaborny, and adult on the Autism Spectrum, talk about common adjustments people on the Autism Spectrum may need. However, it is important to remember that every person on the Autism Spectrum may have different needs, so it is advisable to always conduct a careful assessment of the individual adjustment needs.

Practical tips

• Reply promptly to all communications regarding your reasonable adjustments, to ensure support is in place when it’s needed.
• The Occupational Health team is there to support you, but they won’t know all requirements in your role, make sure you provide them with all the information that they need
• It is important you feel confident in expressing your views so that you get the most out of this process and that the recommendation made are appropriate.
• Be proactive in seeking support
• Become familiar with the Access to Work scheme

Questions to think about

Before you contact the Occupational Health team, it may be helpful to think about the following:

• How do you feel about making notes in meetings? It is also not always possible to write down every word that is said. Would being able to record meetings help you?
• Does it help to have someone with you when you go somewhere for the first time?
• How do you feel about team work?
• Are you always on time for appointments without help from someone else?
• Do you like to be in busy, lively places or quiet places?
• Do you find it easy to organise your ideas and structure them in writing?
• Would you like somebody to talk to about your autism who has a good understanding of both autism and your work?
• Do you have any other conditions like dyslexia, dyspraxia or ADHD?
• Who supported you with your work at school and what did they do that was helpful?
• What helps you when you’re stressed?
• Did you use any tools like visual schedules, social stories, coloured overlays, coloured paper or alarms to help you at school or college?
• How do you feel about talking to people about your autism, including tutors and other students?

Additional information and links

• In addition to the ACRE's Profiling Assessment services, you can request a more comprehensive workplace assessment from the National Autistic Society. You can find information about it here.
• You can also request a comprehensive workplace assessment via the Access to Work scheme

You may want to read after

• Access to Work support
• The employee's view on disclosing diagnosis
• The employer's view on disclosing diagnosis