How to Get Workplace Adjustments for Dyslexia

If you have dyslexia and struggle at work, you're not alone. Many dyslexic adults find that small changes to their work environment and processes make a real difference to productivity, confidence, and job satisfaction. The challenge is often knowing what to ask for and how to approach the conversation with your employer.

This guide walks you through the practical steps to secure workplace adjustments for dyslexia, what adjustments actually work, and how to make your case clearly.

Understand Your Rights Under UK Law

Before you ask for anything, it helps to know where you stand legally. Under the Equality Act 2010, employers in the UK have a duty to make reasonable adjustments for employees with disabilities, including dyslexia. This isn't optional or discretionary; it's a legal requirement.

The key word is "reasonable". An adjustment must be practical, not cause undue burden to the business, and address the specific barriers you face. This doesn't mean your employer has to do everything you ask, but they must consider your needs seriously.

If you don't have a formal diagnosis, getting one can strengthen your case. Some workplaces won't take dyslexia seriously without medical or psychological evidence. A report from an educational psychologist or dyslexia specialist gives you documentation to back up your request.

Identify What Adjustments Will Actually Help You

Workplace adjustments for dyslexia vary widely depending on your role and what you struggle with most. Before you meet with your employer, spend time identifying which adjustments will make the biggest difference to your work.

Common helpful adjustments include:

• Extra time for reading and writing tasks, or written communication in advance of meetings
• Permission to use assistive technology like text-to-speech software
• Quiet space to work or reduced open-plan distractions
• Written instructions rather than verbal ones, or both
• Spell-check and grammar-check tools enabled, and feedback not focused on spelling
• Proofreading support from a colleague before submission
• Flexible deadlines or adjusted workload
• Remote work options when it suits your productivity

Think about your actual job. If you spend all day writing emails, text-to-speech and speech-to-text tools matter. If you're in meetings, having agendas sent in advance and written summaries afterwards helps more. If data entry is core to your role, ergonomic adjustments and assistive tech become priorities.

Tools like Dyslexly can help you manage written content more effectively, using features like OpenDyslexic font and colour overlays to reduce reading fatigue. Some workplaces are open to employees installing assistive software; asking about this early makes sense.

Document Your Needs Clearly

When you approach your employer, vagueness weakens your case. "I struggle with reading" is less persuasive than "I need written instructions sent 24 hours before meetings because I read more slowly and benefit from processing time".

Write a short document, one or two pages, that covers:

• What dyslexia is and how it affects you specifically
• Which work tasks cause you most difficulty
• How each adjustment would help, and why
• Examples if possible ("Last month I missed a deadline because the brief was verbal only")
• Any evidence: diagnosis letter, occupational health assessment, or previous adjustments that worked

Keep this factual and professional. Focus on how adjustments help you do your job better, not on complaints about the company. Employers respond better to "I work faster and more accurately with written instructions" than "You never give me instructions in writing".

Start with Your Manager or HR

You can raise this formally or informally, depending on your workplace culture and relationship with your manager. Many people start with their direct manager in a one-to-one conversation, then involve HR if the answer is unclear or negative.

If you're nervous about the conversation, plan it beforehand. Say something like: "I've been thinking about how to work more effectively in my role. I have dyslexia, and I've identified some adjustments that would help. Could we talk about this? I've put together some ideas."

Bring your written document. Be clear that you're asking for support, not special treatment. Offer to discuss how each adjustment works practically.

If your manager is dismissive or you're not confident in their understanding, skip to HR. You can also ask for a formal meeting with occupational health if your workplace has an occupational health service; they can assess your needs independently and make recommendations.

Follow Up in Writing and Track Progress

After you've had the conversation, send an email confirming what you discussed and what was agreed. Something like: "Following our chat today, I understood you'd be happy for me to use text-to-speech software for longer documents and receive meeting agendas by 9am the day before meetings. Is that correct?"

This creates a paper trail and prevents misunderstandings. If your employer said yes, everyone knows what's expected. If they said no to something, you have a record of the discussion.

Give adjustments time to work, usually at least a month. If they're helping, you'll notice it in your stress levels, productivity, or accuracy. If something isn't working, flag it early and adjust. Workplace adjustments for dyslexia aren't one-size-fits-all; they often need tweaking.

If your employer refuses reasonable adjustments without good reason, you have grounds to raise a grievance or take advice from ACAS (the Advisory, Conciliation and Arbitration Service). Most employers comply once they understand their legal duty; refusal is less common than people fear.

Use Assistive Technology to Support Yourself

While you're working on formal adjustments, using the right tools yourself can bridge gaps. Reading software, dictation tools, and colour overlays aren't substitutes for workplace adjustments, but they help you cope while changes are being implemented.

Many of these tools cost nothing or very little. Screen readers are free on most systems. Dyslexly is a free Chrome extension that offers OpenDyslexic font, colour overlays, text-to-speech, and word simplification across any website you use for work. If you're using web-based systems for email, project management, or documentation, these features can reduce reading fatigue immediately.

If you work with document files or emails heavily, built-in features like Word's Read Aloud or Outlook's Immersive Reader are often overlooked but genuinely useful. Your IT department can usually enable these.

You can also mention assistive technology in your adjustment request. Many employers are willing to fund tools like JAWS, Dragon NaturallySpeaking, or specialist dyslexia software if the investment helps you work independently and effectively.

Keep the Conversation Ongoing

Workplace adjustments aren't a one-off negotiation. As your role changes, your needs might shift. If you get promoted or move teams, raise the adjustments conversation again with your new manager.

If adjustments stop working, say so. If a new tool comes out that would help, suggest it. Good employers see this as normal workplace management, not as complaining.

Also remember that disclosing dyslexia is your choice. You don't have to tell your employer or colleagues if you don't want to. However, without disclosure, you can't formally request adjustments. If you want support, some level of openness is necessary, though you can keep details private.

Conclusion

Getting workplace adjustments for dyslexia starts with understanding what you need, documenting it clearly, and having an honest conversation with your employer. Most requests are reasonable and straightforward to implement. Your employer has a legal duty to consider them fairly, and most will, especially if you approach the conversation professionally and focus on how adjustments help you do your job well. Don't wait until you're struggling; ask for support early, and use available tools like assistive software to help yourself in the meantime.

Frequently Asked Questions

What if my employer says dyslexia isn't a disability and I'm not entitled to adjustments? Under UK law, dyslexia is classed as a disability for the purposes of the Equality Act. Your employer is legally required to consider adjustments. If they refuse, you can raise a grievance, contact ACAS for guidance, or seek legal advice. A formal diagnosis helps, but isn't always required if dyslexia is otherwise documented.

Do I have to disclose my dyslexia to everyone at work? No. You only need to disclose to your employer or relevant people (usually your manager and HR). You don't have to tell colleagues, clients, or other staff unless you choose to. Workplace adjustments can be implemented discreetly in many cases.

What if I don't have a formal diagnosis? You can still request adjustments, but a formal diagnosis makes your case stronger. If you suspect dyslexia, consider getting assessed through your GP or a private educational psychologist. Some employers also offer occupational health assessments that can identify dyslexia-related needs without a formal diagnosis.

Can my employer reduce my pay or hours if I ask for adjustments? No. Adjustments are a legal right, not a favour. Your employer cannot penalise you for requesting them or for disclosing dyslexia. Doing so would be discrimination and breach of the Equality Act.

What are the quickest adjustments to implement? Often the quickest wins are small: sending agendas in advance, allowing extra time for written work, and permission to use assistive software. These cost nothing or very little to implement and frequently make the biggest difference to your daily experience at work.