Workplace Accommodations You Might Not Know You Can Ask For

Many neurodivergent professionals, whether navigating ADHD, autism, dyslexia, sensory sensitivities, or other ways of processing the world, aren’t always aware of the full range of workplace accommodations to ask for. The Americans with Disabilities Act (ADA) protects your right to reasonable accommodations that allow you to thrive at work. Yet, many people hesitate to ask, worry they’ll be seen as “difficult,” or simply don’t know what’s possible. This blog will help you learn about some lesser-known accommodations, understand your rights, and give you scripts to request them with confidence.

What Counts as a Reasonable Accommodation? A reasonable accommodation is any change to your work environment, or the way things are usually done, that helps you perform your job more effectively. This might mean adjustments to your schedule, environment, tools, or communication methods. Employers are legally required to engage in an “interactive process” with you to explore what would be helpful and feasible.

Workplace Accommodations to Ask For with Confidence

1. Flexible Scheduling: Not just working from home, flexibility can mean shifting start/end times, taking longer breaks, or arranging your tasks around your peak focus hours. Example: If mornings are tough due to medication timing, you can ask to start at 10 AM instead of 9 AM.

2. Modified Communication Methods: Meetings, instructions, and feedback can be overwhelming if delivered only verbally. You might request:

• Written summaries of meetings

• Agendas in advance

• Clear step-by-step instructions

• Alternative communication tools (chat, email, project management software)

3. Sensory-Friendly Adjustments: You may not need to change jobs, you may just need to change your environment. This could include:

• Noise-canceling headphones or a quiet workspace

• Adjusted lighting (natural light, lamps instead of fluorescents)

• Remote participation for meetings if sensory overload is common in group spaces

4. Assistive Technology: Think beyond standard equipment. Options include:

• Speech-to-text software

• Screen readers

• Task management apps

• Time-tracking or focus-support tools

5. Job Restructuring: This doesn’t mean less responsibility, it means aligning your strengths with the tasks you do most. If detail-oriented work is your superpower, you can request to take on more of that while delegating tasks that consistently create barriers.

6. Extended Training or Extra Learning Time: If new systems or processes take extra time to learn, you can ask for additional training sessions, written instructions, or practice time before expectations are fully applied.

7. Work From Home Options (Even Part-Time): Hybrid schedules, occasional telework days, or permission to attend virtual meetings can all be accommodations, especially if commuting or in-office environments create challenges.

How to Ask: Scripts for Self-Advocacy

Sometimes the hardest part is knowing what to say. Here are a few starting points you can adapt:

• Email Script: Subject: Request for Workplace Accommodation“ Hello [HR Manager], I’d like to begin a conversation about accommodations that would support me in performing my role effectively. Under the ADA, I am requesting [specific accommodation]. For example, having [state what you need, e.g., written meeting notes or a later start time] would allow me to better meet expectations and contribute fully to my role. I’m open to discussing other ideas if that would be helpful. Thank you for working with me on this.”

• In-Person Script: “I want to share something that would help me work more effectively. I’ve noticed [describe challenge briefly]. A helpful solution would be [your request]. I’d like to explore how we can put this in place.”

• Confidence Reminder: You are not asking for special treatment, you are requesting equitable conditions so that you can shine. This is your right.

Workplace accommodations are not about "limitations"; they are about access. They allow you to bring your best self to work and contribute in the ways you’re most capable. If you are unsure what might help, working with a therapist who understands neurodiversity can help you clarify your needs and build confidence in requesting support. You deserve a workplace where you can thrive, not just survive.

If you’d like to explore what accommodations might support you, or practice how to ask for them, our team would be honored to help. Reach out to schedule a consultation today.

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Disclaimer:  This blog is for educational purposes only, is not a substitute for mental‑health treatment, and does not establish a therapist–client relationship. If you need personalized support, please consult a licensed mental‑health professional in your area. If you are in crisis, call or text 988 (U.S.) or your local emergency number.