Dyslexia Reasonable Adjustments in the UK Workplace
If you're dyslexic and working in the UK, you have legal rights. Under the Equality Act 2010, your employer must make reasonable adjustments to help you work effectively. Yet many dyslexic employees struggle to ask for them, and some employers don't know where to start. This guide covers what reasonable adjustments look like in practice, how to request them, and how to make sure they actually work for you.
Understanding Your Legal Rights
Dyslexia is a disability under UK law. This means your employer has a legal duty to make adjustments that prevent you facing disadvantage compared to non-dyslexic colleagues. You don't need to ask permission. You have the right to support.
The Equality Act 2010 defines reasonable adjustments as changes to how work is organised or how you access it. They must be practical and proportionate to your needs. Your employer must consider them even if they cost money or take time to set up. The only exception is if implementing them causes genuine, significant difficulty.
You don't need a formal diagnosis to request adjustments, though it helps. If you suspect you're dyslexic, you can start a conversation about support whilst pursuing an assessment.
Common Reasonable Adjustments for Dyslexia
Reasonable adjustments look different for every dyslexic person because dyslexia affects everyone differently. Here are adjustments that many find transformative:
Software and technology: Speech-to-text tools, screen readers, and dyslexia-friendly fonts. Many dyslexic workers benefit from Dyslexly, a free Chrome extension that applies OpenDyslexic font, adds colour overlays to reduce visual stress, and includes text-to-speech functionality. This can make reading emails, reports, and web-based systems much faster and less exhausting.
Written instructions: Getting information in writing rather than relying on verbal briefings. Your employer might provide meeting notes beforehand or summaries afterwards. Some workplaces record meetings so you can review them later.
Extra time: More time to complete tasks, read documents, or learn new systems. This isn't slacking. Dyslexic brains process written information differently, and extra time levels the playing field.
Reduced distractions: A quieter workspace, separate from open-plan noise. Some dyslexic employees benefit from working from home certain days, or being seated away from high-traffic areas.
Proofreading support: Access to a colleague who can check your written work before submission. This isn't about being incompetent. It's about catching errors that your brain habitually misses.
Flexible scheduling: Adjusting your hours so you work during your peak focus time. Many dyslexic people find mornings easier; others do their best work in the afternoon.
Training and onboarding: Longer or staggered induction periods, visual walkthroughs instead of dense manuals, and one-to-one coaching rather than group sessions.
How to Request Dyslexia Reasonable Adjustments at Work
Asking for support can feel daunting, but there's a structured way to do it.
Start informally. Talk to your manager or HR department. You don't need to lodge a formal grievance unless you're ignored. Be clear about what you're asking for and why. For example: "I'm asking for access to a screen reader because reading long emails takes me much longer than my colleagues, and it's causing me stress. A text-to-speech tool would help me keep up."
Bring evidence. If you have a formal dyslexia diagnosis, share it. If you don't, describe how dyslexia affects your work. Examples help: "I often miss typos in my own writing" or "I struggle to follow quick-paced discussions about written information."
Be specific about what would help. Vague requests are easier to dismiss. "I need better support" is weaker than "I need my team to email me meeting notes within 24 hours instead of relying on my notes."
Offer solutions. You don't have to solve the problem alone, but suggesting practical approaches shows you've thought it through. "Could I have access to Dyslexly or a similar tool to help me read faster?" is more helpful than saying you need adjustment without suggesting what.
Get it in writing. Ask HR to confirm what's been agreed in an email. This protects both you and your employer, and makes it official.
If your employer refuses or ignores your request without good reason, you can escalate. This might mean involving HR formally, contacting ACAS (the Advisory, Conciliation and Arbitration Service), or seeking advice from your union or a solicitor.
Making Your Adjustments Work in Practice
Once you've got reasonable adjustments agreed, make sure they're actually useful.
Review after a month. Are the adjustments working? If your manager said you could have extra time on tasks but nobody's actually giving it to you, flag that. Adjustments only help if they're genuinely implemented.
Communicate changes. If you change teams or roles, remind your new manager about your adjustments. They won't automatically carry over. You might need to explain them again.
Adapt as you learn. The first adjustment you request might not be perfect. You might find you need quieter space AND software support, not one or the other. Tell your employer what's working and what isn't.
Use your tools consistently. If you've been given access to supportive software, using it only occasionally limits its benefit. Integrate it into your daily working. Tools like Dyslexly work best when they're part of your standard workflow, not something you use as a last resort.
Document everything. Keep a record of conversations about adjustments, what was agreed, and how they're working. If there's ever a dispute, this evidence is invaluable.
When Your Employer Refuses Reasonable Adjustments
Some employers drag their feet or refuse outright. Here's what to do.
First, understand their concern. Sometimes refusal comes from confusion, not malice. Your manager might think implementing adjustments is too costly or complex. Providing them with information about free or low-cost options can help. Many employers don't know that good accessibility tools are freely available.
Escalate formally if informal requests don't work. Write to HR setting out your request, explaining why you need it, and noting that you understand your employer's legal duty under the Equality Act. Keep the tone professional and factual, not angry.
Seek external support. ACAS offers free advice to both employees and employers. Equality and Human Rights Commission guidance is also helpful. Some disability equality organisations provide workplace advocacy.
Consider legal action as a last resort. Claiming disability discrimination through an employment tribunal is stressful and slow, but it is an option if your employer has genuinely failed their legal duty.
Most importantly, remember that requesting adjustments isn't asking for special treatment. It's asking for the same opportunity to do your job well as your non-dyslexic colleagues have.
Supporting Dyslexic Employees as a Manager
If you manage someone who's asked for adjustments, here's how to help.
Take it seriously. Dyslexia is real and affects how your employee works. Dismissing the request or treating it as laziness damages trust and may breach the law.
Ask what they need. Every dyslexic person is different. Don't assume they need extra time if what they actually need is a quieter workspace.
Start small. Adjustments don't have to be expensive or complicated. Sending written meeting notes, allowing headphones, or providing access to free tools like Dyslexly can transform someone's working day.
Check it's working. After a month, ask how the adjustment is going. Be willing to tweak it if needed.
Keep it confidential. Your employee doesn't want their dyslexia announced to the whole team. Handle adjustments discreetly, especially in open-plan offices.
Conclusion
Dyslexia reasonable adjustments in the UK workplace aren't a luxury or a favour. They're a legal requirement, and they work. When dyslexic employees get the support they need, they're as productive and capable as anyone else. If you're dyslexic and working, you deserve adjustments that help you thrive. If you're a manager, supporting your dyslexic employees is good for them, good for your team, and good for your business. Start the conversation today.
Frequently Asked Questions
Do I need a formal diagnosis to request reasonable adjustments? No, though it helps. If you're in the process of getting assessed, you can still request adjustments and explain how dyslexia is affecting your work. However, having a formal diagnosis strengthens your case and makes it harder for your employer to dismiss your request.
Can my employer refuse reasonable adjustments because of cost? Only if the cost is genuinely substantial and causes significant difficulty. Many helpful adjustments are free or very cheap. Your employer should explore low-cost options first. A software subscription, for example, is usually reasonable even if it costs money.
What if my employer says they'll make adjustments but then doesn't actually implement them? Document what was promised and when. Send a follow-up email saying "As we discussed, I'll be using extra time on written reports from next week." This creates a paper trail. If they still don't implement, escalate to HR formally and keep records of the failure.
Can reasonable adjustments follow me between jobs? No. Each employer has their own duty to make adjustments. When you change jobs, you'll need to request them again from your new employer. However, knowing what worked before helps you make targeted requests with a new team.
What counts as a reasonable adjustment? Is there a list? There's no official list, which is why adjustments are individualised. The key is that they must help reduce disadvantage caused by your dyslexia, be practical, and not cause genuine significant difficulty for your employer. Technology, time, environment changes, training adjustments, and communication changes all commonly count as reasonable.