Flexible working and workplace adjustments aren’t just HR policies, they’re powerful tools for creating equitable opportunities, reducing barriers and unlocking potential for people with a range of disabilities, including neurodivergent conditions such as autism, ADHD, dyslexia, dyspraxia and more.
What Is Flexible Working?
Flexible working means making changes to when, where and how work is done, for example:
- Part-time hours or adjusted start/finish times
- Remote, hybrid or home working
- Compressed hours or job-sharing arrangements
These options are not only beneficial for many employees’ wellbeing and work-life balance, but they are often essential for people who experience barriers in traditional work patterns. Acas explains that flexible working can balance work with other parts of life, improve health and wellbeing and support diverse recruitment.
Under UK law, most employees have the right to request flexible working. Employers must consider this request reasonably and communicate decisions clearly.
What Are Reasonable Adjustments?
A reasonable adjustment (also called reasonable accommodation) is a change an employer makes to remove or reduce a disadvantage caused by a disability or health condition. The requirement stems from the Equality Act 2010 and applies to both job applicants and employees.
Examples include:
- Allowing remote or hybrid work as part of work pattern changes
- Adjusting hours or providing more frequent breaks
- Quiet workspaces, noise-cancelling headphones or low-stimulus environments
- Clearer instructions, visual aids or simplified communication
- Assistive technology or specialised equipment
- Support aids, mentoring, job coaching or buddy systems
Importantly, a worker doesn’t need a formal diagnosis for a condition like ADHD or autism to qualify; the focus is on whether they experience disadvantage in the workplace.
How Flexible Working & Adjustments Work Together
Flexible working and reasonable adjustments often overlap in practical, life-changing ways:
Reducing Barriers to Participation
For many disabled and neurodivergent employees, rigid start times or daily commuting can exacerbate fatigue, sensory overload or health conditions. Flexible hours or working from home can significantly reduce these barriers.
Supporting Cognitive & Sensory Needs
Neurodivergent individuals might struggle with open-plan offices, strict attendance patterns or heavy sensory environments. Adjustments such as remote work, breaks, or altered meeting formats can make workplaces more sustainable.
Preventing Burnout
Neurodivergent employees may be more prone to burnout — flexible working arrangements and supportive adjustments help prevent exhaustion and improve long-term productivity.
Encouraging Strength-Based Roles
Flexible scheduling and personalised arrangements allow people to work when they are most productive, enhancing performance and job satisfaction. Employers are encouraged to explore individuals’ strengths to benefit both the person and the organisation.
Legal & Good-Practice Considerations
Equality & Non-Discrimination
Under the Equality Act 2010, employers must make reasonable adjustments to ensure disabled people are not substantially disadvantaged compared with non-disabled colleagues. Failure to act can lead to disability discrimination claims.
Know Before You Ask
Employers are expected to know or reasonably should know about a disability, not solely rely on formal diagnosis disclosure before the duty applies.
Have Clear Policies
Good practice is to have clear, accessible policies on flexible working and adjustments, including how requests are made, considered and reviewed. Communication should be open, confidential and tailored to the individual’s needs.
Benefits for Individuals and Organisations
| Benefit for Employees | Benefit for Employers |
| Improved health and wellbeing | Attracts diverse talent |
| Better retention and loyalty | Enhances productivity |
| Greater autonomy and trust | Reduces sickness absence |
| More equitable workplaces | Boosts innovation & inclusion |
Flexible working and adjustments aren’t just compliance boxes; they are strategic enablers of diversity, equity and belonging in the modern workplace.
Final Thought
Embedding flexible working and reasonable adjustments into everyday workplace culture aligns with equality principles and supports all workers, especially those who bring diverse perspectives and talents but are often overlooked because of rigid job design.
Employers who genuinely invest in inclusive practices benefit from a workforce that feels valued, respected and equipped to thrive.