Work

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.

Authoritative Acas guidance specifically focused on neurodivergent workers. It gives practical examples such as quiet working areas, headphones, screen filters, written instructions broken into steps, visual planners, regular check-ins, additional reminders, extra planning time and advance warning of workplace changes. Acas stresses that adjustments should be based on the individual rather than diagnosis alone, and that workers do not necessarily need a formal diagnosis before support is considered.

NHS guidance covering common causes and symptoms of stress alongside practical self-care strategies. It includes recognising personal stress responses, using problem-solving and CBT-style techniques, reducing avoidable pressures and seeking further support when stress is affecting daily life. It is general stress guidance rather than neurodivergence-specific advice.

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.

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.

A practical template designed for autistic workers requesting reasonable adjustments from a manager, employer or HR. It prompts the person to explain which adjustments they need, why they need them and how the changes would help them carry out their role and manage wellbeing at work. The National Autistic Society recommends adapting the wording to the person's own circumstances rather than sending it unchanged.

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.

Practical autism-specific employment guidance with examples of workplace adjustments suggested by autistic people, professionals and researchers. Examples include clearer and more precise communication, agreeing preferred communication methods, changing sensory aspects of the workplace, altering working arrangements and providing appropriate supervision or support. The page emphasises that adjustments should reflect the person's individual needs rather than assuming every autistic person needs the same support.