**Note: In this post about work accommodations for neurodivergent individuals, you will see terms like “disability” and “accommodations” as they are recognized in legal and labor employment contexts. Life Skills Advocate acknowledges that this language may not fully capture the experiences of neurodivergent individuals or may feel offensive to some. Our goal is to provide helpful information on navigating labor/employment law while respecting diverse perspectives on identity and language.
Formally requesting workplace support can significantly enhance job success for the neurodivergent teen or young adult in your life to thrive in the workplace—yet surprisingly few people do it. According to a report from the U.S. Bureau of Labor Statistics, only about 13.8% of people with a disability have requested a change in their current workplace to help them do their job better.**
This low percentage highlights a common challenge: many individuals aren’t sure what work accommodations to ask for or how to bring them up with an employer.
The good news is that a wide range of accommodations are available to make work more manageable—from flexible schedules to modified communication methods. As educators and parents, it’s important to understand:
- The different types of accommodations available
- How to help your neurodivergent learner recognize what might be useful
- And how they can confidently request these accommodations in an interview or with a new supervisor.
In this post, we’ll break down work accommodations, guide you through how to identify which ones your learner might need, and provide tips on how to ask for them in a professional setting.
Understanding Work Accommodations
What Are Work Accommodations?
Work accommodations are adjustments made in the workplace to create an environment where neurodivergent employees can leverage their strengths effectively. These adjustments could be physical (like providing a quiet space to work) or procedural (like using assistive technology).
The purpose of accommodations is to ensure that everyone has the opportunity to succeed in their role.
For neurodivergent teens and young adults, accommodations can be key to helping them address job tasks in ways aligned with their communication styles, attentional preferences, or sensory comfort. By removing or minimizing these barriers, accommodations allow employees to focus on their strengths and contribute their best work.
Legal Rights and Protections
It’s important for both neurodivergent individuals and their families to understand the legal rights related to accommodations. The Americans with Disabilities Act (ADA) ensures that diagnosed neurodivergent workers have the right to workplace accommodations, provided these adjustments are reasonable for the employer.
This means if the neurodivergent individual requests accommodations, the employer is legally required to consider the request and provide support when possible.
By understanding these rights, you and your learner can feel more confident in seeking out accommodations, knowing that they are legally protected from discrimination when asking for support. As a parent or teacher, it’s helpful to reinforce this knowledge and encourage self-advocacy, which is a valuable skill for teens to develop in preparation for future employment.
Why Accommodations Matter for Neurodivergent Individuals
Workplace accommodations can make all the difference for neurodivergent individuals as they transition into the workforce. Here are a few examples of how accommodations can support your learner:
- Sensory Needs: If your learner struggles with sensory overload (like bright lights or loud noises), accommodations like noise-canceling headphones (here’s an inexpensive but high quality option) or access to a quiet work area can help them stay focused.
- Time Management Challenges: Building in accommodations like additional task reminders, flexible deadlines, or using visual project management tools to break tasks down into smaller steps can help support better time management in the workplace.
- Communication Differences: Individuals with social communication challenges might prefer written instructions instead of verbal ones, or may benefit from immediate, direct feedback rather than delayed or indirect forms of communication.
Remember, accommodations recognize and value neurodiversity by ensuring equal opportunities so that neurodivergent employees can reach their full potential. By understanding the value of accommodations, you can help your learner develop the skills and confidence to advocate for their needs in a professional setting.
20 Common Work Accommodations for Neurodivergent Employees
When it comes to work accommodations, there’s no one-size-fits-all approach. The accommodations that work best will depend on your learner’s unique needs and challenges. Below are some of the most common and effective accommodations for neurodivergent teens and young adults in the workplace, grouped by category.
Environmental Accommodations
Sometimes, the work environment itself can be a major barrier for neurodivergent individuals. Sensory stimulation, excessive distractions, and other environmental factors can make it hard to focus and perform well. Here are some accommodations that can help:
- Quiet Workspace: Allowing employees to work in a quieter area or from home, away from the hustle and bustle of the office, can reduce distractions and sensory overload.
- Noise-Canceling Headphones: These can help with sensory sensitivities, blocking out background noise and improving focus on tasks. (For suggestions on the best noise cancelling headphones, check out LSA’s guide “8 Best Noise Cancelling Headphones for Neurodivergent Teens”)
- Lighting Adjustments: For those with sensitivity to bright or flickering lights, offering softer lighting or the ability to adjust the light levels can make a big difference. Requesting a flicker-free computer monitor may support the work of individuals who have particular forms of eye strain or sensitivity.
- Flexible Workspaces: The Job Accommodation Network maintains a comprehensive list of supplies and equipment that can be used to customize an office workstation or workplace set up to be optimal for your learner. Many employers aren’t aware of the options available, but would be happy to provide the necessary equipment if given the resource.
Communication Accommodations
Effective communication is key to success in the workplace, but neurodivergent individuals may process information differently or find certain communication styles challenging. These accommodations can help bridge the gap:
- Written Instructions: Providing instructions in writing rather than verbally or in addition to verbal instructions can ensure clarity and give your learner a visual to refer back to if needed.
- Clear and Direct Feedback: Some neurodivergent individuals may find indirect or ambiguous feedback confusing. Requesting clear, concise, and specific feedback can help with understanding expectations and more quickly improve performance.
- Alternative Communication Channels: If your learner struggles with phone calls or in-person meetings, allowing them to communicate via email or messaging apps can reduce anxiety and improve communication effectiveness.
- Use of Visual Aids: Charts, diagrams, task lists or visual schedules can be helpful for teens who benefit from visual organization. Visual aids can break down complex tasks and provide a clearer sense of what needs to be done.
There are a variety of samples of visual schedules and customizable templates in The Real-Life Executive Functioning Workbook (coupon code LSA20 for 20% off at checkout).
For a sample daily visual support from the workbook, check out this downloadable template.
Task Management and Organization Accommodations
For many neurodivergent individuals, staying organized and managing tasks efficiently can be a challenge. These accommodations can help teens better manage their workload:
- Task Breakdown and Prioritization: Breaking tasks into smaller, more manageable steps and prioritizing them can help prevent overwhelm and improve focus.
- Project Management Tools: Tools like Trello, Google Sheets, or even simple to-do lists can provide structure and reminders to help teens stay on track.
- Flexible Deadlines: Sometimes, neurodivergent teens and young adults may need extra time to complete tasks, especially if they struggle with focus or time blindness. Offering flexible deadlines can reduce stress and allow them to deliver higher-quality work.
- Mentorship or Job Coaching: Having someone to guide them, whether it’s a mentor or job coach, can provide extra support for teens who need help with organization, time management, or navigating the workplace.
Schedule and Break Accommodations
Many neurodivergent teens and young adults have unique needs when it comes to their work schedule and break times. Offering accommodations in this area can help them perform better without burning out:
- Flexible Work Hours: Allowing adjustments to start or end time can accommodate any difficulties individuals might have with early mornings or peak times of day.
- More Frequent Breaks: Some neurodivergent individuals benefit from more frequent breaks to recharge or address sensory sensitivities. A few minutes of quiet time or a designated space to take a break for a few minutes can greatly increase tolerance of sensory stimulation for some learners.
- Reduced Work Hours: If your learner struggles with long workdays, allowing for reduced or part-time hours can provide a better balance and prevent overwhelm.
Assistive Technology Accommodations
Technology can be significantly helpful for neurodivergent teens, offering tools that can help them stay organized, focused, and productive. Some common assistive technologies include:
- Speech-to-Text Devices: For individuals who struggle with writing or typing, speech-to-text software or a dictaphone (here’s a great option) can help them express their ideas more easily.
- Text-to-Speech Software: For those with reading challenges, text-to-speech tools can read written content aloud, making it easier to process information.
These are some samples of the many different options neurodivergent learners have available to them for work accommodation. Understanding a few of these options—and how they can be adapted to your teen or young adult’s specific needs—can empower you to advocate for the support they need to thrive in the workplace.
How to Identify Which Accommodations You Need
Figuring out what accommodations might help your neurodivergent learner succeed in the workplace can feel overwhelming at first, but it doesn’t have to be. The key is to focus on the specific challenges they face and think about how changes in the work environment or job expectations could make things easier. Here are some steps to help identify the accommodations that would work best for your teen:
Self-Assessment and Reflection
Start by reflecting on your learner’s past experiences—whether in school, extracurricular activities, or part-time jobs. What challenges did they face in those situations? What specific tasks or environments caused stress or made it harder for them to focus?
Ask questions like:
- Where do they struggle the most? Is it staying focused, managing time, processing information, or dealing with sensory overload?
- What helps them when they’re having a tough time? Do they need extra time, a quieter space, or more clear communication?
- What helps them feel more productive? Sometimes the right tools or environment can make all the difference.
By identifying patterns from past experiences, you’ll have a better idea of where accommodations can help. For example, if your teen struggles with reading comprehension or processing verbal instructions, they may benefit from written instructions or assistive technology.
Recruit Professional Support
Sometimes it can be helpful to bring in outside professionals who specialize in neurodivergence. If your teen is already working with a doctor, therapist, or special education professional, it can be helpful to ask for their recommendations on work accommodations. They might suggest strategies based on their knowledge of your teen’s strengths and challenges.
Bringing in a therapist, vocational rehabilitation specialist, or executive functioning career coach can offer insights into what accommodations might be most effective for your learner. They can also help identify specific strategies for managing challenges like time management, social interactions, or sensory processing.
Prioritizing Accommodations
Once you have a better idea of what accommodations might help, it’s time to prioritize. Not every accommodation may be granted or deemed necessary right away, so it’s helpful to start with the most critical ones. Focus on the accommodations that will address the biggest barriers your learner might face in the workplace.
Involve Your Neurodivergent Learner in the Process
Remember that your teen or young adult should be involved in the process of identifying their needs. Helping them learn to speak up for their needs is a skill that will benefit them throughout their careers. Ask your teen what they feel would help them the most at work and how they think they can succeed with a bit of extra support. For LSA’s other resources on self-advocacy check out:
- Practicing Real-World Self-Advocacy: A Guide for Neurodivergent Individuals
- 91 Asking for Help IP Goals to Foster Self-Advocacy
- How to Build a Support Network That Meets Neurodivergent Needs
Test and Adjust
Finally, it’s important to remember that accommodations might need some trial and error. What works for one person might not work for another, and even the best accommodations might need to be adjusted over time. As your learner gains more experience in the workplace, they might find that some accommodations no longer work for them—or that they need additional support.
The key is to remain flexible and open to trying new solutions. Regular check-ins can help ensure that the accommodations continue to meet their needs as they grow and develop in their role.
How to Request Work Accommodations
Requesting work accommodations can feel intimidating, especially if it’s the first time asking for support. However, with the right approach, it can be a straightforward process. Here’s a step-by-step guide to request accommodations confidently:
Step 1: Know Your Rights Under ADA
Before making a request, it’s essential to understand your legal rights under the Americans with Disabilities Act (ADA). This law ensures that individuals with disabilities have the right to reasonable accommodations in the workplace. Knowing these rights can give your learner greater confidence to ask for what they need without fear of discrimination or retaliation.
Step 2: Clearly Identify Specific Needs
Help your teen or young adult review the accommodations that would make the most difference in their job performance. Refer to the previous section on identifying accommodations to narrow down what will address their most significant challenges. The more specific they can be, the better.
For example, instead of saying “I need more help,” request “extra two additional days to complete reports” or “a quiet workspace away from high-traffic areas for 20 minutes twice per day.”
Step 3: Write Down Your Request
While it’s important to have a verbal conversation with the employer, it’s also helpful to put the request in writing. This can help avoid misunderstandings and give a clear record of what’s being requested should a denial occur. Write a simple email or letter explaining:
- Their specific form of neurodivergence (if they feel comfortable sharing)
- The accommodations they are requesting
- How these accommodations will help them perform better in their job
The tone should be professional and polite, focusing on how the requested accommodations will improve their productivity and well-being at work. If you’re in the hiring stage, check out our guide: How to Talk About Your Neurodivergence in a Job Interview.
Step 4: Schedule and Practice the Conversation
It’s best to request accommodations in a private setting, so your teen or young adult should schedule a meeting with their supervisor or HR representative. This ensures that they have the space to explain their needs without distractions.
Prior to the meeting, practice how your learner will explain the accommodations they are requesting, focusing on how they will help them succeed in the role. Practice simulating how your teen or young adult might answer questions the employer might have.
Step 5: Engage Openly with Your Employer
It’s likely that the employer will have questions or may want to discuss alternatives to the proposed accommodations. Encourage your learner to stay open to this conversation.
Employers may not always have immediate solutions, but they should work to find a reasonable accommodation. If the employer offers a different accommodation than what was requested, it’s important to assess whether it will still meet their needs.
Step 6: Follow-Up Effectively
After the initial conversation, it’s important to follow up in writing to confirm what was discussed and outline any next steps. If accommodations are implemented, check in regularly to make sure the accommodations are working effectively. If changes or adjustments are needed, be proactive in requesting them.
Dealing with Pushback or Denial
In some cases, employers may push back on or even deny an accommodation request. This can happen for several reasons, like a misunderstanding of the law or concerns about the company’s resources.
If your learner faces resistance, encourage them to stay calm and persistent. They can request a follow-up meeting to discuss the decision further or ask for an explanation of why the accommodation was denied. If necessary, you can ask for assistance from a vocational rehabilitation counselor or legal aid to ensure their rights are being respected.
It’s also helpful to remind your learner that they don’t need to accept a “no” right away. Sometimes, employers need more time to review the request or make adjustments. Keep the communication open and emphasize the importance of advocating for their needs in the workplace.
TL;DR: Too Long, Didn’t Read
Requesting work accommodations can be a crucial step for neurodivergent teens or young adults to succeed in the workplace. Understanding legal rights under the ADA, identifying specific needs, and preparing a professional request in writing are essential steps. It’s important to be open to discussions with employers and follow up to ensure accommodations are working. If there’s pushback or a denial, stay calm, request a meeting to understand the decision, and persist in advocating for the accommodations needed for success.
Further Reading
- ADA.gov – Americans with Disabilities Act
- Executive Functioning 101 Resource Hub – Organization
- Job Accommodation Network – Office Workstation Accommodations
- Life Skills Advocate – 10-Minute Strategies to Boost Time Management Skills
- Life Skills Advocate – Customizing Visual Schedules for Every Learner
- Life Skills Advocate – Executive Functioning Career Coach
- Life Skills Advocate – How to Create A Sensory Friendly Environment At Home
- Life Skills Advocate – How to Talk About Your Neurodivergence in a Job Interview.
- Life Skills Advocate – Time Blindness and ADHD: What You Need to Know
- U.S. Bureau of Labor Statistics
- U.S. Department of Labor – Accommodations
- View Sonic – How Flicker-Free Monitors Contribute to Eye Health