An adjustments report
Specific, implementable recommendations with a suggested order.
Support
Workplace Support
Practical support to make work workable, for the employee, and for the people managing them.
Overview
Who this is for
- Neurodivergent employees at any level
- Managers who want to get it right
- HR and people teams building adjustment processes
Why someone might seek this
None of the following confirms anything on its own. They are simply the experiences people most often describe when they contact us.
- Performance conversations that miss the actual issue
- Adjustments requested but never implemented
- Excellent output at a cost that is becoming unsustainable
- Recruitment processes filtering out the people you most want
In short
What is a workplace needs assessment?
A workplace needs assessment is a structured review of how a specific job, environment and set of demands interact with an individual's neurodivergent profile, resulting in a written set of recommended adjustments. It usually involves a discussion with the employee about their role, tasks, environment and current difficulties, a review of the physical and organisational setting, and, with the employee's consent, input from their manager. The resulting report distinguishes between environmental adjustments such as workspace location, noise, lighting and hot-desking policies; process adjustments such as written follow-ups to verbal instruction, agendas in advance, extended deadlines on non-critical work, or changed meeting formats; technology such as speech-to-text, screen readers, planning software and noise-cancelling equipment; and human support such as coaching or mentoring. Under the Equality Act 2010, employers in Great Britain have a legal duty to make reasonable adjustments once they know or could reasonably be expected to know of a disadvantage, a formal diagnosis is not required. Funding for equipment and support may be available through Access to Work.
What information is gathered
- The role as actually performed, not as written in the job description
- Environment, tools, schedule and meeting culture
- What has already been tried and what blocked it
How decisions are made
Recommendations are specific, prioritised and costed by effort, so employers can act immediately rather than debating a list.
What you can expect
- A 60-90 minute assessment session
- A written adjustments report within ten working days
- Optional follow-up review after three months
Outcomes
Outcomes and next steps
Manager guidance
Practical briefing so adjustments are supported rather than quietly resented.
Access to Work evidence
Documentation to support an application for funded equipment or coaching.
Answers
Workplace Support: your questions answered
Written to be genuinely useful, and short enough to read at the end of a long day.
Does the employee need a diagnosis?
No. The Equality Act duty is triggered by knowledge of a substantial disadvantage, not by a diagnostic letter. Waiting for assessment before adjusting is both unnecessary and legally risky.
Who receives the report?
The employee, always. It is shared with the employer only with their written consent, and we can produce a version that recommends adjustments without disclosing clinical detail.
What is Access to Work?
A UK government scheme that can fund equipment, support workers, coaching and travel for disabled and neurodivergent employees, including the self-employed. Applications are made by the individual and we can provide supporting evidence.
How much do adjustments usually cost?
Most cost nothing. Written instructions, agendas in advance, flexible hours and clear priorities are process changes, not purchases. Where equipment is needed, Access to Work often covers it.
Can you work with our whole organisation?
Yes, see our corporate neurodiversity service for training, policy review and recruitment work.
Is this the same as an occupational health referral?
No. Occupational health assesses fitness for work; we assess how to make the work fit the person. The two complement each other and we are happy to work alongside an OH provider.
How quickly can you deliver an assessment?
Usually within two to three weeks of instruction, with the report following within ten working days.
Do you support job applicants and interviews?
Yes, both individuals preparing for interview and employers redesigning selection processes that inadvertently test masking rather than capability.
What people say
"Receiving our son's autism diagnosis has made such a positive difference. It has given us a much deeper understanding of him, the way he experiences the world and why certain things can be challenging for him. Instead of feeling unsure or worried, we now feel empowered to support him in the right ways so he can thrive and be fully understood. What also meant so much to us was that the care didn't stop once the diagnosis was given."
Ready to Take the Next Step?
Book a no-obligation consultation, or send us a question and we will reply within one working day.