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.

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.

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.

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 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.

NICE clinical guideline for adults aged 18 and over with suspected or confirmed autism. It covers identification and comprehensive assessment, interventions, coexisting mental health conditions, behaviour that challenges, support for families and carers, and how services should be organised. It also recognises sensory sensitivities, difficulties with flexibility and emotional regulation as common features that may need to be considered in assessment and support.

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.

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.

An official Department for Work and Pensions planning tool designed to help students think through barriers and identify useful adjustments in education or employment. It can be used to record needs, consider what has helped previously and prepare for conversations with education providers or employers. GOV.UK provides both interactive and printable versions alongside supporting notes.

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.