ADHD, Dyslexia and Chronic Illness at Work: 20 Low-Cost Adjustments That Remove Real Barriers
Workplace adjustments do not need to be expensive to be effective.
For many employees with ADHD, Dyslexia, ME/CFS, PoTS, chronic pain or another long-term health condition, the most useful changes involve how work is organised. A different start time, clearer instructions or a quieter place to work can remove a substantial barrier.
The right approach starts with the barrier, not the label. Two people with the same diagnosis may need different forms of employee workplace support. Some people may need no adjustments. Others may need support that changes over time.
This guide sets out 20 possibilities for reasonable adjustments at work. They are examples for discussion, not a prescription.
Why low-cost adjustments matter
An adjustment can change:
- When work takes place.
- Where work takes place.
- How information is shared.
- How tasks are prioritised.
- How breaks are taken.
- How health-related changes are managed.
These changes can support concentration, reduce fatigue, manage pain and improve confidence. They can also help managers apply workplace adjustments consistently rather than relying on informal arrangements or individual guesswork.
Equipment may sometimes be appropriate. However, many adjustments are changes to processes, expectations and communication. This is why the idea that adjustments are always expensive is misleading.
Some of the options below — such as assistive software or ergonomic equipment — may involve a cost. The point is that many effective adjustments are inexpensive, and under the Equality Act 2010 cost is only one factor in deciding whether a step is reasonable; an employer cannot refuse an adjustment solely because it has a price tag if the organisation can reasonably afford it.
The legal position in England and Wales
Under section 20 of the Equality Act 2010, employers have a duty to take reasonable steps where a disabled person would otherwise experience a substantial disadvantage compared with non-disabled people.
The duty covers:
- Workplace provisions, criteria and practices.
- Physical features of the workplace.
- Auxiliary aids and services.
Read the full wording of section 20 of the Equality Act 2010.
ADHD, dyslexia, ME/CFS, PoTS, chronic pain and other chronic conditions may meet the Equality Act definition of disability where they have a substantial and long-term effect on day-to-day activities. A formal diagnosis is not always necessary for an employer to discuss support. The focus should remain on the impact and the barriers experienced.
ACAS guidance explains that adjustments are individual. It also confirms that employers should consider whether a proposed adjustment is effective, practical, affordable and safe.
GOV.UK guidance provides further examples, including flexible working, phased returns, changes to equipment and doing things another way.
20 practical workplace adjustments
The following options may help remove or reduce specific barriers. Each should be considered with the employee and reviewed in the context of their role.
1. Flexible start and finish times
Allow a later start, earlier finish or adjusted working window where symptoms, medication, sleep disruption or fatigue make fixed hours difficult.
2. Remote or hybrid working
Reduce the impact of commuting, sensory overload or energy-limiting symptoms by allowing work from home for some or all of the week where the role permits it.
3. A phased return to work
Use a gradual return after sickness absence, treatment or a flare-up. Hours, workload and responsibilities can increase over an agreed period.
4. Planned additional breaks
Allow short, regular breaks rather than expecting someone to work continuously. This may support attention, fatigue management, pain control and recovery from sensory overload.
5. Pacing and workload planning
Spread demanding tasks across the day or week. Avoid creating repeated peaks of intense concentration, prolonged standing or physical effort.
6. A quiet or low-distraction workspace
Offer a quiet desk, private room or low-stimulus area. This can help employees with ADHD, dyslexia, chronic fatigue and sensory sensitivity.
7. Noise and sensory controls
Permit noise-cancelling headphones, ear defenders or earplugs where safe. Consider reducing background noise, strong smells or unnecessary interruptions.
8. Flexible seating and posture changes
Allow employees to sit, stand or change position during the day. A suitable chair, footrest or standing option may support people with PoTS, chronic pain or fatigue.
9. Access to water, food and rest
For some people with PoTS or other fluctuating conditions, easy access to drinks, snacks and a suitable place to rest can help manage symptoms during the working day.
10. Adjusted lighting and workstation layout
Reduce glare, brightness or fluorescent lighting where it contributes to headaches, fatigue or sensory overload. Keep work areas clear and predictable.
11. Clear written instructions
Break instructions into steps. Identify the required outcome, priority and deadline. Avoid relying on implied expectations or lengthy, unstructured messages.
12. Agendas and written meeting summaries
Send an agenda in advance. Follow meetings with concise action points, owners and deadlines. This supports memory, processing and accountability.
13. Extra processing time
Allow time to consider questions, read complex documents or respond in meetings. Avoid treating an immediate response as the only evidence of understanding.
14. Assistive software
Consider speech-to-text, text-to-speech, screen-reading, dictation, spell-checking, mind-mapping or reminder tools. These may help with reading, writing, planning and memory.
15. Accessible document formatting
Use clear headings, short paragraphs, readable fonts and strong contrast. Where helpful, offer different background colours, printed materials or an alternative format.
16. Smaller tasks and interim deadlines
Break large projects into defined stages. Use visible priorities and interim checkpoints instead of one distant deadline.
17. Visual planners and reminders
Use calendars, task boards, colour coding, prompts or automated reminders. These tools can help with time management and reduce the need to hold multiple deadlines in memory.
18. Regular supportive check-ins
Agree short, structured check-ins with a manager. Use them to review priorities, identify emerging barriers and confirm whether an adjustment is working.
19. Advance notice of change
Provide early notice of changes to schedules, locations, processes or responsibilities where possible. Preparation time can reduce cognitive load and support energy planning.
20. Time for appointments and treatment
Agree a clear approach to medical appointments, therapy, rehabilitation and treatment. This may include flexibility around start times, paid time off or recording disability-related absence separately where appropriate.
Apply adjustments to barriers, not assumptions
A diagnosis can provide useful context. It does not determine the adjustment.
For example:
- An employee with ADHD may need fewer interruptions, clearer priorities or movement breaks.
- An employee with dyslexia may benefit from assistive software and verbal discussion of complex information.
- An employee with ME/CFS may need pacing, flexible hours and reduced travel.
- An employee with PoTS may need seated work, hydration access and the ability to change position.
- An employee with chronic pain may need ergonomic support, task variation and flexibility during flare-ups.
The same adjustment may also support people with different conditions. Written summaries can help dyslexia, ADHD, brain fog and fatigue. Flexible hours can support ME/CFS, PoTS, pain and medication effects.
The practical question is simple: What is getting in the way of this person doing their work, and what reasonable step could reduce that disadvantage?
Make support consistent and reviewable
A constructive process usually includes four stages:
- Listen to the employee’s experience.
- Identify the specific workplace barrier.
- Agree practical support and responsibilities.
- Review the outcome after an appropriate period.
Record agreed adjustments in a clear support plan. Include who will implement each action and when the arrangement will be reviewed. A review is not a reason to remove support automatically. It is an opportunity to check whether the adjustment remains effective or needs to change.
Managers should avoid asking employees to repeatedly start from the beginning. A consistent record can reduce repetition, protect confidentiality and improve organisational oversight.
How THRIVE supports the adjustment process
StagPro’s THRIVE workplace adjustment platform helps organisations move from informal conversations to a clearer, more accountable process.
THRIVE supports:
- NHS-approved assessment questionnaires to help identify workplace barriers.
- AI-supported recommendations that surface practical, innovative and cost-conscious options.
- Adjustment request management so requests can be recorded and followed through.
- Manager guidance for structured and informed support decisions.
- Outcome tracking to review whether agreed adjustments are helping.
- Live reporting to improve visibility, governance and accountability.
The platform is designed for businesses, charities and public-sector teams. It does not replace professional judgement or the conversation with the employee. It gives that conversation better structure.
Visit StagPro or contact the team to discuss a more consistent approach to workplace adjustments.
General information disclaimer
This article provides general information for organisations and employees in England and Wales. It is not legal advice, medical advice or an assessment of an individual’s needs. The Equality Act 2010, ACAS and GOV.UK guidance should be consulted directly. Organisations should obtain suitable legal, occupational health or specialist advice where circumstances are complex.