April 4, 2025
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Reasonable adjustments are small changes that can be made to a work environment to make it accessible for workers with disabilities or physical/mental health conditions. Neurodiversity is legally classed as a disability, meaning people are entitled to have changes made in their workspace.
Under the Equality Act 2010, employers are legally required to make reasonable adjustments. These adjustments benefit neurodivergent individuals by allowing them to reach their full potential in the workplace.
It is vital to understand reasonable adjustments as the failure to do so not only breaks the law but impacts employers satisfaction and retention.
Physical changes to the workspace, such as:
• Ramps or lifts – Improve access to upper floors, reducing foot traffic and making spaces less crowded.
• Ramps help prevent trips on stairs and collisions in corridors.
• For wheelchair users, ramps and lifts also provide inclusion by ensuring they can access the same rooms as others.
• Quiet rooms or calm spaces – Especially beneficial for neurodivergent individuals who may become easily overwhelmed.
• Automated doors – Allow people to press a button rather than push a door or wait for assistance.
These focus on workplace flexibility and support systems, including:
• Rise-and-fall tables – Accommodate those who prefer to stand or use a wheelchair.
• Buddy systems – Help new or disabled employees integrate smoothly into the workplace.
• Flexible working hours – Allow workers to adapt their schedules to better suit their needs.
Technology-based modifications that improve accessibility, such as:
• Specialised mice and keyboards – Assist those with mobility challenges.
• Text-to-speech software – Supports those who struggle with reading or concentration.
• Custom fonts and background settings – Help individuals with dyslexia by improving readability.
