You’re neurodivergent and you want to do well at work — but sometimes you feel you don’t get the support you need to succeed.
There are an estimated 70 million neurodivergent people in the United States alone. That includes individuals with ADHD, autism, dyslexia, dyspraxia, and other neurological differences.
The problem is that most workplaces are still set up around neurotypical employees. Standard hiring practices, open office plans, and fixed work hours can create unnecessary challenges that make it hard to do your best work.
The good news? Neurodiversity inclusion in the workplace is picking up steam. With the right accommodations, neurodivergent professionals can do their best work.
What You’ll Learn:
- Your Legal Rights for Workplace Accommodations
- Common (and Effective) Workplace Accommodations
- The Right Way to Request Accommodations
- Neurodiversity-Friendly Workplace Culture
Your Legal Rights for Workplace Accommodations
Before requesting accommodations, it can be helpful to know your legal rights as a neurodivergent employee.
In the United States, neurodivergent individuals are covered by the Americans with Disabilities Act (ADA). The ADA protects workers who have conditions that “substantially limit one or more major life activities”. Most neurodivergent conditions meet this criteria.
This means that employers are required to provide “reasonable accommodations” for those with disabilities, unless it would create an “undue hardship” for the business.
But here’s what many people don’t realise…
Consulting with employment law attorneys specialising in workplace inclusion can help clarify your specific rights and protections under the law. They can also help if an employer refuses to participate in the interactive process.
The legal landscape around neurodiversity is rapidly changing. What counts as a “reasonable accommodation” will vary by specific job, size of employer, and type of disability. A legal expert can help you make sure you don’t miss any possible accommodations.
Common (and Effective) Workplace Accommodations
Not every neurodivergent person will require the same accommodations. But these are some of the most common adjustments that can make a big difference.
- Flexible work hours or scheduling options
- Remote or hybrid work options
- Noise-cancelling headphones
- Written instructions instead of verbal communication
- Regular check-ins instead of micromanagement
- Modified lighting
These are not big, expensive, or complicated requests. Most of these cost little to no additional money to the company.
In fact, the average cost of a workplace accommodation is less than $500. And neuro-inclusive companies report higher overall team morale and retention rates across the board.
The Right Way to Request Accommodations
Requesting accommodations can be nerve-wracking. But if you go into it with a strategic approach, the process can be easy.
Here is a simple process you can use:
- Know what you need: Consider what specific challenges you face at work and what could help. Is it an issue of sensory overload, time management, communication style, or something else? Be specific about the challenge before proposing a solution.
- Put it in writing: Submit your request in writing to create a paper trail. This also gives the employer time to consider the request rather than having to respond immediately. Keep it simple, direct, and focused. Clearly state the challenge, your suggested solution, and attach any medical or documentation letters as needed.
- Interactive process: Employers are required by law to go through an interactive process of negotiation around accommodations. Don’t expect an immediate “yes” or “no”. Be prepared to have a back and forth conversation. Consider alternative options if your first choice is not available. The goal is to arrive at a solution that works for all.
- Document everything: Keep records of all correspondence related to your accommodation requests. This includes emails, letters, and any follow up conversations. Should any issues arise down the line, these documents will become important.
Building a Neurodiversity-Friendly Workplace Culture
Accommodations are only one part of the equation for neurodiversity inclusion at work. To make lasting change, a culture shift is also needed.
According to a 2025 survey by Understood.org, 82% of adults in the U.S. believe that employers need to do more to educate themselves on how to support neurodivergent workers. That’s a clear signal that awareness is not enough.
What actually drives lasting change?
Manager Training
Managers and direct supervisors are the number one determinant of day-to-day inclusion on teams. When leaders know how to support neurodivergent employees, those employees feel more comfortable disclosing their needs.
Training should not only focus on awareness of neurodiversity. It should include practical skills for how to give instructions clearly, provide constructive feedback, and recognise different communication styles.
Psychological Safety
Most neurodivergent employees go to work and “mask” or hide their traits. They know asking for support means outing themselves to the entire company.
Reducing this stigma and creating psychological safety within the workplace is critical. When people feel they can be themselves at work, they burn out less and perform better.
Leadership plays a key role in setting the tone. But company wide policies that normalise neurodiversity also help. Opening discussions on how different brains think at senior leadership levels signals inclusion to the entire organisation.
Universal Design Principles
The best accommodations are those that benefit all employees, not just neurodivergent individuals. Quiet spaces, consistent communication practices, and flexible work options all make the workplace better for everyone.
Building these practices into the organisation’s policies and procedures helps remove the need for individualised requests. Neurodivergent employees no longer need to out themselves to get basic support.
The Issue When Requests Are Denied
Sometimes, requests for accommodations will be denied or an employer will not participate in the interactive process.
If that happens, here are your options:
- Request a written explanation
- Escalate to HR leadership
- File a complaint with the EEOC
- Consult with a disability employment law firm
Retaliation for requesting an accommodation is also illegal. Employees who suffer negative consequences after making a request have additional legal recourse.
Wrapping It Up
Getting accommodations at work doesn’t have to be a challenge. With the right approach, neurodivergent employees can secure the support they need.
To quickly recap:
- Know your legal rights under ADA
- Identify the specific challenges and propose solutions
- Put requests in writing
- Be willing to negotiate in the interactive process
- Document all communications
Inclusion of neurodivergent employees benefits the entire organisation. Neurodiverse teams are more innovative, creative, and better problem solvers than neurotypical teams. The more that organisations embrace diverse thinking styles, the more they will all flourish.
The workplace is beginning to catch up. Neurodivergent professionals advocating for themselves are leading the way.
