Welcome
Before you dive in
Where do you want to start?
What this is
This is a guide to workplace accommodations for autistic ADHDers. It walks you through what accommodations are, whether you have to disclose, how to ask, and 36 specific accommodation ideas, each with the exact words you can use. When you're ready, it builds a request email you can send to HR or your manager.
Why I made it
I spent 19 years in corporate before I was diagnosed with autism and ADHD in my 40s. I was good at my job, and I was also exhausted, because I was masking and pushing through things every single day without knowing there were other options.
Accommodations help remove the extra obstacles so you can keep doing your job well without running yourself into the ground. I made this so you don't have to figure it all out on your own.
Who it's for
- Autistic, ADHD, and AuDHD adults, whether you were diagnosed recently or years ago
- Anyone who's good at their job but tired of how hard it feels
- People working in the US, since the rights section is based on US law
What it will help you do
- Figure out what's making work harder than it needs to be
- Find accommodations that actually fit your role
- Understand your rights and what you do and don't have to share
- Walk into the conversation prepared, with your request already written
xo, Rachelle
Inside this guide
Contents
- 01What accommodations are (and aren't)The nuance, and why you still do the job→
- 02Do I have to tell my manager?Disclosure, privacy, and documentation→
- 03How to askSix steps, plus word-for-word scripts→
- 04Your rights, quicklyThe ADA basics in plain language→
- 05The accommodations36 ideas across 7 categories→
- 07Helpful linksFree places to go deeper→
Read this first
What accommodations are (and aren't)
Accommodations are changes to how you do your job. You still have to meet the requirements of your role and do it well. Pick two or three that fit your job, and expect some back-and-forth with your employer.
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Accommodations are changes to how you do your job. You still have to meet the requirements of your role and perform well. The goal is to remove some of the extra obstacles so doing your job well doesn't wear you out.
You still do the job
Your employer doesn't have to remove the core duties of your role or lower its performance standards. An accommodation helps you meet those standards in a way that works for your brain.
Not every idea fits every job
Remote work won't fit a nurse, and noise-canceling headphones won't fit a receptionist. Use this guide as a menu, and pick what makes sense for your role.
Start small
You don't need to ask for everything. Two or three well-chosen accommodations that address your biggest struggles usually go further than a long list.
It's a conversation
Your employer might suggest a different option that meets the same need. That's normal. Be clear about what you need, and stay open to different ways of getting there.
The question everyone asks
Do I have to tell my manager?
No, you don't have to disclose. To get an accommodation, though, someone at work needs to know you need it because of a disability. Share the details about your diagnosis with HR. Your manager only needs to know what the accommodation is.
Read the detailsHide the details
No. You're never required to disclose a disability at work. The catch is that your employer only has to provide accommodations once they know you need one because of a disability. So if you want an accommodation, you'll need to tell someone.
You choose who
This is a big reason to start with HR. You can share the details about your diagnosis with HR and keep them out of your manager's hands.
You choose how much
You don't have to name your diagnosis to your manager. Saying you have a disability and need an accommodation is enough to start the process.
It stays confidential
Information about your diagnosis has to be kept confidential and stored separately from your personnel file. Your manager can be told what the accommodation is, without being told why.
Documentation may come up
Your employer can ask for reasonable documentation from your provider when the need isn't obvious. That usually goes to HR, not your manager.
Step by step
How to ask
Email HR, or your manager if there's no HR. Talk through what would help, send any paperwork they ask for, and get what you agree on in writing. Word-for-word scripts for every step are below.
Asking is usually the scariest part. Here's the order I'd go in, so you're not guessing.
Reach out to HR first
HR is usually the right place to start because they handle accommodation requests and information about your diagnosis confidentially. Send an email so there's a written record. You don't need legal language. Saying you need a change at work because of a disability is enough to start the process.
No HR? Go to your manager
If your company doesn't have an HR department, your direct manager is your next stop. Keep it simple and in writing. If you'd feel safer with someone else, a manager's manager or the business owner works too.
Have the conversation
Your employer will usually want to talk through what's hard and what would help. This is called the interactive process. Bring your saved list from this guide so you don't have to think on the spot. They may suggest a different option that meets the same need, and that's okay.
Send any paperwork they ask for
They may ask for a note from your doctor or therapist confirming you have a condition and need accommodations. They generally don't need your full records or every detail of your diagnosis.
Get the outcome in writing
Once something is approved, ask for a quick email that confirms what was agreed. If a manager changes later, that email protects you.
Check in after a few weeks
If something isn't working, you can go back and ask to adjust it. You can revisit accommodations as your job or your needs change.
Say it like this
Word-for-word examples for each part of the conversation. Swap in your own details.
Your first email to HR
"Hi [Name], I'd like to request a workplace accommodation for a disability. Could we set up a time to talk about the process?"
If "disability" doesn't feel right to you, "a diagnosed condition" works too. That's all the first email needs. You don't have to explain your diagnosis or list everything yet.
No HR? Your first message to your manager
"Hi [Name], I have a disability that affects some parts of how I work. I'd like to talk about a few changes that would help me keep doing my best work. Do you have time this week?"
Explaining what you need in the meeting
"When I get several drop-in questions in a morning, it takes me a long time to get back into focus. If non-urgent questions came by message instead, I could answer them at a break and get my work done faster."
The formula: when [situation happens], I [what it does to you]. [The accommodation] would help me [the result for your work].
If your manager asks about your diagnosis
"I'd rather keep the details about my diagnosis between me and HR, but I'm happy to talk about what would help me do my job."
If they suggest something different
"I'm open to that. What I really need is [the need]. Could we try it for a few weeks and check in on how it's going?"
If the answer is no
"Can you help me understand why? Is there another option that would meet the same need?"
A no to one idea doesn't have to end the conversation. If you feel stuck, JAN can help you think through next steps for free.
Confirming it in writing afterward
"Thanks for meeting with me today. Just to confirm, we agreed on [accommodation], starting [date]. Please let me know if I missed anything."
Each accommodation in chapter 5 also has its own script, and the email builder writes your full request for you.
Know this going in
Your rights, quickly
If your employer has 15 or more employees, the ADA likely covers you. Smaller employers may be covered by state law. Either way, it's illegal to punish you for asking.
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This is a general overview for the US, not legal advice. JAN (linked at the bottom) can answer questions about your specific situation for free.
The ADA covers you
The Americans with Disabilities Act applies to employers with 15 or more employees. Autism and ADHD can both qualify as disabilities under it.
Small company?
Many states have their own laws that cover smaller employers, so it's still worth asking.
"Reasonable" is the word
Employers have to provide reasonable accommodations unless it would cause them significant difficulty or expense. Most of the ones in this guide cost little or nothing.
No retaliation
It's illegal for an employer to punish you for asking for an accommodation.
The accommodations
Find what fits your brain
Tap what's hardest for you right now, and you'll only see the accommodations that help with it. Save the two or three that fit your role best.
Go deeper
Helpful links
These are the places I'd send a friend. All free.
askjan.org EEOC: Disability DiscriminationThe federal agency that enforces the ADA at work. Explains your rights and how to file a complaint if it comes to that.
eeoc.gov ADA.govThe official government site for the Americans with Disabilities Act.
ada.gov Autistic Self Advocacy NetworkRun by and for autistic people, with plain-language resources on rights and self-advocacy.
autisticadvocacy.org CHADDA national ADHD organization with information on ADHD in the workplace.
chadd.org ADDAThe Attention Deficit Disorder Association, focused specifically on adults with ADHD.
add.org