Practical adjustments people actually use — and how to ask for them without jargon.
Extra time for reading-heavy tasks, proofing or exams is one of the most common reasonable adjustments. It is about equity of outcome, not lower standards.
Asking for instructions in writing, bullet summaries after meetings, or agendas in advance is reasonable for many dyslexic employees.
Text-to-speech, speech-to-text, immersive reader tools, grammar aids and planning software often transform productivity. Access to Work can fund many tools.
Open-plan noise and interruptions increase cognitive load. Headphones, quiet zones, or remote days can be reasonable depending on the role.
Agendas in advance, permission to record (where lawful), written actions afterwards, and time to process before answering can all help.
Having someone check critical external documents is often cheaper than errors. It is a valid adjustment, not a lack of professionalism.
Specialist coaching can build strategies for organisation, writing and confidence. Access to Work sometimes funds this.
Adjustments work best when managers understand dyslexia is not laziness or low intelligence. Training is a systemic fix.
Needs change with role, tools and stress. A 3–6 month review keeps support working.
Day-one flexible working requests can support quieter environments or deep-work blocks. Separate from disability adjustments, but often complementary.
Generate a reasonable adjustments request for your employer.
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