This guide brings together what autistic people have told us helps them at work.

It’s not a checklist or a set of rules because there isn’t one approach that works for everyone.

Autistic people are individuals, with different strengths, preferences and support needs. The most effective adjustments are the ones that are discussed, agreed and reviewed together.

At its core, this is about creating workplaces where everyone, regardless of their neurotype can do their best work. Autistic people have told us they don’t want to have to hide who they are or disclose they are autistic unless they choose to.

What are reasonable adjustments?

Reasonable adjustments are changes that remove barriers at work, so autistic people are not at a disadvantage compared to others.

They can include changes to:

• how things are communicated or organised
• the working environment
• tools, support or ways of working

Many adjustments are simple, quick and free to implement and often improve the working environment for everyone, not just autistic staff.

Start with a simple principle: ask, don’t assume

Autistic people tell us the most helpful starting point is:

“Ask me what works for me.”

Rather than making assumptions, have open conversations about:

• what helps someone work at their best
• what gets in the way
• what changes might make a difference

These conversations should be:

• respectful and collaborative
• ongoing (needs can change over time)
• optional .

Small changes can make a big difference

“Often, all that’s needed for employers to support autistic people is small adjustments. It looks different for everybody, but it might be a pair of headphones, better understanding and training to encourage openness or a slightly different working schedule. You’re talking tiny adjustments for someone to thrive at work.” Emma, Colchester

Autistic people tell us that the most effective adjustments are often straightforward and low-cost. Here are some of their suggestions:

Clear communication

• Use clear, direct language (avoid ambiguity, sarcasm or implied meanings)
• Provide written instructions as well as verbal ones
• Be explicit about expectations, priorities and deadlines

Clarity benefits everyone, but for some autistic people, it can be the difference between struggling and succeeding.

Predictability and structure

• Share agendas in advance of meetings
• Outline what “good” looks like for tasks
• Give notice of changes where possible

Having structure may reduce uncertainty and support focus.

Flexible ways of working

• Options for remote or hybrid working if this works for the business
• Flexible start/finish times if this works for the business
• Quiet or low-stimulus areas if the environment allows

These adjustments may reduce sensory overload and fatigue, helping people sustain performance.

Communication preferences

• Ask how someone prefers to communicate (e.g. email, chat, face-to-face)
• Allow processing time before expecting a response
• Follow up conversations in writing

Autistic people say that written communication can improve clarity and reduces stress.

Support and onboarding

• A named contact or mentor for questions can be helpful
• Clear explanations of workplace norms (e.g. breaks, social expectations)
• Guidance when starting new tasks

Even small uncertainties can be draining. Clarity here can make a big impact.

“I have worked in a large number of different organisations, of different sizes and with different ethics. Each of them is different. In every office I’ve been in, there’s a whole set of unwritten rules, and they really don’t make sense to me. It’s like starting a new game and not being given the rules while everyone else has them.”  Peter, Norwich

Inclusion benefits everyone

Autistic people suggest that many adjustments that benefit autistic people may improve workplaces for all staff.

They can lead to:

• fewer misunderstandings
• better productivity
• improved wellbeing across teams.

One size does not fit all

Autistic people emphasise that:

• what works well for one person may not work for another
• some adjustments may be helpful in one role but not another
• needs can change over time

“My manager has been very supportive. They read my diagnosis report and helped my colleagues understand me. I find small talk hard and initiating conversations with new people can be challenging. During my induction, my manager arranged for my coworkers to drop in and introduce themselves, instead of me having to initiate conversations. These small changes help a lot.”
Jade, Colchester

In summary

Autistic people tell us that good support at work is often:

• simple
• low-cost
• based on clear communication
• shaped through conversation

And most importantly:

The best way to know how to support someone is to ask them.

About this resource

This resource was last reviewed in March 2026 and is next due for review in March 2027.

We recognise that knowledge about autism, including language and approaches, changes over time. We are committed to ongoing review and to ensuring this content reflects current best practice and the voices and experiences of autistic individuals.