The Brain Charity

For many of us, the working day is made up of tasks we barely think twice about: reading emails, taking notes in meetings, managing deadlines, following instructions and switching between different tasks.

But for someone with dyslexia or dyspraxia, these everyday activities can sometimes present additional challenges. That does not mean they are less capable of doing their job. It can simply mean that the way information is presented, tasks are organised, or the working environment is structured, can have a significant impact.

What are dyslexia and dyspraxia?

Dyslexia is a neurological difference that can affect reading, writing, spelling and the processing of written information. It can also make planning and organisation more difficult. Dyslexia is not related to intelligence, and everyone’s experience of it is different.

Dyspraxia, also known as developmental coordination disorder (DCD), affects physical coordination and spatial awareness. It can make activities involving movement, balance and fine motor skills more difficult, and can also affect areas such as organisation and time management.

Like dyslexia, dyspraxia does not affect intelligence.

Some people experience dyslexia and dyspraxia together, while others experience one or the other. There is no single way that either condition looks or affects someone’s working life.

What can the working day look like?

Consider a busy morning at work. There may be several emails to read, a meeting to attend, notes to take, instructions to remember and deadlines to manage.

For a dyslexic employee, large amounts of written information, reading-heavy tasks or taking notes while listening can require additional effort. For someone with dyspraxia, organisation, time management, coordination or processing new information may sometimes be more difficult.

This is where seemingly small changes can make a meaningful difference.

Small adjustments, big difference

Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage experienced by a disabled person at work. They can include changing how something is done, altering working arrangements, making changes to the workplace or providing equipment and support.

For someone with dyslexia or dyspraxia, adjustments might include:

• Providing important information in both written and verbal formats.
• Sharing meeting agendas or information in advance.
• Allowing additional time to read documents or complete reading-heavy tasks.
• Providing written follow-ups after meetings or verbal instructions.
• Using speech-to-text, text-to-speech or other assistive technology.
• Offering a quieter workspace for tasks that require concentration.
• Using planners, reminders or visual task lists to help with organisation and deadlines.
• Breaking larger tasks into clear, manageable steps.
• Keeping workspaces organised and free from unnecessary obstacles.
• Allowing additional time to learn new systems or processes where appropriate.

These are not one-size-fits-all solutions. People experience neurodivergence differently, so adjustments that work for one person may not work for another. Acas recommends that employers and workers discuss adjustments together and review them to make sure they are genuinely helpful.

Workplace neurodiversity training from The Brain Charity

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It is about removing barriers, not lowering standards

There can sometimes be a misconception that making adjustments gives someone an unfair advantage.

In reality, reasonable adjustments are about removing barriers that may prevent someone from demonstrating their skills and carrying out their role effectively. The aim is not to lower expectations, but to make the way someone works more accessible.

For example, providing written instructions alongside verbal ones does not change what an employee is expected to achieve. It simply gives them another way to process and refer back to important information.

Similarly, using assistive technology does not do someone’s job for them. It can help them communicate, read or organise information more effectively.

Start with a conversation.

Perhaps the most important adjustment is also the simplest: ask what would help.

Dyslexia and dyspraxia affect individuals in unique ways, and there is no one-size-fits-all experience. For example, one person might thrive with assistive technology, while another might find that having additional processing time or a quieter workspace is more beneficial.

Employers and employees can collaborate to identify appropriate adjustments, and seeking advice from occupational health or other specialists may also be helpful when necessary.

It is also worth remembering that a person does not necessarily need a formal diagnosis for an employer to consider support. Acas advises employers to support neurodivergent workers, whether or not they have a diagnosis.

Creating a more inclusive workplace

A dyslexia- and dyspraxia-friendly workplace is not about treating people differently for its own sake. It is about recognising that people work, communicate and process information in different ways.

Small changes can reduce unnecessary barriers, improve confidence and help people make the most of their skills.

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Looking for a quick, accessible and cost-effective way to introduce your team to neurodiversity? Our e-learning course offers flexible, CPD-certified training that teams can complete at their own pace, with practical insights they can put into action straight away. An easy way to get everyone on the same page, without the time or cost of a full training session.

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The question shouldn’t be, “How can we make someone fit the way we work?”

It is more useful to ask, “How can we make the way we work more accessible?”

Because when small adjustments remove unnecessary barriers, everyone has a better opportunity to do their best work.