When dyslexia counts as a disability, what employers must do, and how protection actually works.
Dyslexia can be a disability under the Equality Act 2010 if it has a substantial and long-term adverse effect on normal day-to-day activities (reading, writing, memory, organisation). Many people with dyslexia meet this test — but it is about impact, not the label alone.
Once an employer knows (or could reasonably be expected to know) about a disability, they must take reasonable steps to remove substantial disadvantages. Adjustments can be equipment, time, formats, supervision, or changing how work is done.
Key risks include failure to make reasonable adjustments, discrimination arising from disability, indirect discrimination (e.g. timed tests that hit dyslexic applicants harder without justification), harassment and victimisation after you raise a complaint.
You are not legally required to tell an employer you have dyslexia. But without knowledge, their duty to adjust is harder to trigger. You can disclose to HR only and ask for confidentiality.
You can ask for interview adjustments (extra time, written questions, quiet room). Employers must not discriminate in recruitment. Disability Confident employers often offer a guaranteed interview if you meet minimum criteria.
Employers should consider whether performance issues are linked to unsupported dyslexia and whether adjustments would help before capability or disciplinary routes.
Schools, colleges and universities have duties not to discriminate and to make reasonable adjustments for disabled students, including many with dyslexia. Exam access arrangements are a common route.
Public authorities must have due regard to eliminating discrimination and advancing equality. That can support better policies on neurodiversity in public employers and services.
Generate a reasonable adjustments request for your employer.
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