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Workplace Accommodations

10 min read

Workplace accommodations aren't special treatment - they're tools that help you do your best work. This guide covers your rights and practical accommodations that support RSD.

Your Legal Rights

UK (Equality Act 2010)

  • ADHD (and related conditions) is a protected disability
  • Employers must make "reasonable adjustments"
  • You don't have to disclose during hiring
  • You can request accommodations at any time
  • Adjustments should be agreed collaboratively

US (ADA)

  • ADHD qualifies as a disability under the ADA
  • Employers with 15+ employees must accommodate
  • You may need documentation from a provider
  • Accommodations must not cause "undue hardship"
  • Interactive process to determine accommodations

Note: RSD itself isn't a diagnosis, but it's often part of ADHD, which is protected. You may need an ADHD diagnosis to access formal accommodations, but many informal adjustments don't require documentation.

Accommodations That Help RSD

Feedback-Related

Written feedback before meetings

Time to process privately before discussing

Scheduled (not surprise) feedback

Reduces anxiety about unexpected criticism

Private rather than public feedback

Avoids witnessed rejection

Balanced feedback (strengths + growth areas)

Maintains perspective

Communication

Written communication preference

Can review without immediate response pressure

Time to respond before decisions

Prevents reactive decisions while flooded

Regular 1:1s for check-ins

Builds relationship, reduces uncertainty

Clear expectations documented

Less room for misinterpreting ambiguity

Environment

Quiet space or remote work option

Reduces overstimulation, allows recovery

Flexible breaks as needed

Can step away to regulate when triggered

Noise-cancelling headphones

Creates controlled environment

Modified meeting participation

Written contributions instead of verbal

How to Request Accommodations

1

Decide your route

Formal (through HR/occupational health) or informal (directly with manager). Informal is faster but less documented.

2

Prepare documentation (if needed)

For formal requests, you may need a letter from a doctor, psychiatrist, or psychologist confirming ADHD.

3

Focus on solutions, not diagnosis

Frame requests in terms of what helps you work effectively. "I work best with..." rather than "My condition means..."

4

Be specific about needs

Instead of "I need help with feedback," say "I'd like to receive written feedback 24 hours before review meetings."

5

Propose a trial period

Suggest trying accommodations for a few months to see what works. This reduces perceived risk for the employer.

6

Document everything

Keep copies of requests and agreements in writing. Email confirmations of verbal agreements.

If Your Request Is Denied

  • 1

    Ask why

    Get the specific reason in writing. They may have misunderstood or there may be alternatives.

  • 2

    Propose alternatives

    If the specific accommodation won't work, ask what would. There's usually more than one solution.

  • 3

    Escalate if needed

    If informal requests fail, make a formal request through HR or occupational health.

  • 4

    Seek union support

    If you're in a union, they can advocate on your behalf and know your rights.

  • 5

    Get legal advice

    If you believe your rights are being violated, consult with an employment lawyer or citizens advice.

Informal vs Formal Accommodations

Informal (Direct with Manager)

Pros:

  • • Faster to implement
  • • No paperwork required
  • • Stays between you and manager
  • • Easier to adjust as needed

Cons:

  • • No legal documentation
  • • Doesn't transfer if manager changes
  • • Relies on goodwill

Formal (Through HR/Occ Health)

Pros:

  • • Legally documented
  • • Transfers with new managers
  • • Part of your employee record
  • • Harder to ignore or remove

Cons:

  • • May require medical documentation
  • • Involves more people knowing
  • • Can take time to process

Accommodations Are a Tool, Not a Crutch

Asking for accommodations isn't admitting weakness - it's taking responsibility for your success. The right supports let you bring your full capabilities to work without fighting your brain every day.