Top 5 Reasonable Adjustments for a Neuroinclusive Workplace

Creating a workplace where everyone can thrive starts with recognising and removing barriers. Under the Equality Act 2010, employers have a duty to make reasonable adjustments so that disabled and neurodivergent employees are not placed at a disadvantage. But beyond legal compliance, reasonable adjustments are about unlocking talent, fostering wellbeing, and building a culture where diversity is valued.

Here are the top five reasonable adjustments that can make a workplace more neuroinclusive:

1. Flexible Working Arrangements

Neurodivergent employees may benefit from flexibility in hours, break times, or the option to work from home. For example, allowing an employee with ADHD to take short movement breaks or giving an autistic colleague the option of remote working for part of the week can help manage energy levels and reduce stress.

2. Clear and Accessible Communication

Communication differences can be a major barrier. Providing written instructions alongside verbal ones, using plain English, and avoiding jargon ensures everyone has the same information. Visual aids, checklists, or step-by-step guides can also support memory and understanding.

3. Sensory-Friendly Workspaces

Many neurodivergent people experience sensitivity to light, noise, or busy environments. Simple adjustments – such as offering noise-cancelling headphones, providing access to quiet rooms, or adjusting lighting – can make a big difference to comfort and focus.

4. Assistive Technology and Tools

Technology can bridge gaps and support productivity. Examples include speech-to-text software, task management apps, or screen filters to reduce visual stress. These tools are often inexpensive but can have a significant positive impact.

5. Supportive Structures: Mentors and Adjusted Processes

A workplace buddy, mentor, or job coach can help neurodivergent employees navigate workplace culture and expectations. Likewise, adjusting processes such as recruitment (e.g., offering questions in advance or allowing extra time for assessments) ensures fairness and equity.

Final Thoughts

Reasonable adjustments don’t have to be complicated or costly – many are simple, practical, and beneficial for the whole team. By embedding these changes into everyday practice, organisations not only comply with the Equality Act 2010 but also create a more innovative, productive, and supportive workplace.

At AccessAbility Training, we work with businesses to build neuroinclusive strategies that go beyond compliance, helping every employee to thrive.