Workplace support

Authoritative Acas guidance on requesting and agreeing reasonable adjustments at work. It recommends discussing how a condition affects work, identifying possible support together, confirming agreed adjustments in writing and reviewing them over time. It also explains that adjustments can apply during recruitment and that different employees may need different forms of support.

A practical Acas template designed specifically for workers requesting reasonable adjustments. It can be copied into an email or document and adapted to explain the adjustment being requested. Acas also recommends considering what would help the person manage their health and work, and what might be reasonable for the employer. This is a practical workplace tool rather than clinical guidance.

Official UK government guidance on an employer's duty to make reasonable adjustments for disabled workers and workers with physical or mental health conditions. Examples include changing working arrangements, providing equipment, adapting the workplace, allowing someone to work in a different location and using flexible hours or phased returns. What is reasonable depends on the individual situation.

Official government guidance explaining the Access to Work scheme. Support can include specialist equipment, assistive software, support workers, travel assistance and physical changes to the workplace. Access to Work does not replace an employer’s legal duty to make reasonable adjustments, and eligibility and support depend on individual circumstances.

Official eligibility guidance for the Access to Work scheme. It states that support can be available for conditions including autism, ADHD, dyslexia and mental health conditions, and that a formal diagnosis is not required to apply. Applicants generally need to be in paid work, or about to start or return to paid work, and live and work in England, Scotland or Wales. Different arrangements apply in Northern Ireland.

Official application route for the Access to Work scheme. Applicants can apply online or by phone and should be ready to provide their contact details, workplace address, information about how their condition affects their work, what support they think they need and workplace contact details where applicable. Self-employed applicants may also need their UTR and applicants may need their National Insurance number.

Official guidance describing the process after an Access to Work application. An adviser may request more information, ask permission to speak to the employer or arrange an assessment by phone, video or in person to identify suitable changes. The applicant then receives a decision explaining what the grant will fund and its value. The page also explains how to request reconsideration if the applicant disagrees with the decision.

Official GOV.UK guidance for people who have already been awarded an Access to Work grant. Claims can be made online or by post. Users need details of when support was provided, invoices or receipts showing the cost, and bank details for whoever is being paid. A workplace contact may also need to confirm the support being claimed for. A grant approval letter is required before an online claim can be made.

A practical escalation template for autistic workers who have already requested reasonable adjustments but have not received them, or have only received them in part. It prompts the worker to record the date of the original request, list the adjustments requested, explain what has not been implemented and ask for a written response. The National Autistic Society also recommends keeping a copy and proof that the letter was sent.

Practical employment guidance explaining common workplace difficulties autistic people may encounter and how to respond. It covers conflict, bullying and harassment, discrimination, performance or capability concerns, disciplinary issues and dismissal. Suggested actions include speaking with a manager or HR, involving a trade union representative, using informal or formal grievance procedures and seeking external advice from organisations such as Acas or Citizens Advice. It also explains how autism-related communication, sensory overload or disrupted routines can sometimes be misinterpreted as performance or behavioural problems.