Workplace adjustments for neurodivergent employees in Australia

Workplace adjustments are changes to how, when or where you work that help you do your job well. For ADHD, autistic and other neurodivergent employees, they might be as simple as written instructions, noise-cancelling headphones or a quieter desk.

In Australia, employers have legal duties to consider reasonable adjustments for employees with disability. This guide explains your rights, gives practical examples, and shows where to get free advice and funding help.

What workplace adjustments are

The Australian Human Rights Commission describes reasonable adjustments as administrative, environmental or procedural changes at work. They help employees with disability perform their roles safely, effectively and without barriers (Australian Human Rights Commission).

Adjustments remove barriers so you can show what you can do. They put you on an equal footing with your colleagues, and many cost little or nothing.

Neurodivergence is a broad term. It includes ADHD, autism, AuDHD (ADHD and autism together), dyslexia and other learning differences. Some people prefer other terms, and that is fine.

Your rights under Australian law

The Disability Discrimination Act 1992 (Cth) protects employees with disability. The Act uses a broad definition that includes physical, intellectual, psychiatric, sensory, neurological and learning disabilities. It also covers a disability you had in the past, may have in the future, or that others believe you have.

Key points include:

• Reasonable adjustments. Employers must make reasonable adjustments for employees with disability.
• Unjustifiable hardship. An employer does not have to make a change that would cause unjustifiable hardship. The employer must show this, and JobAccess notes that a small cost or inconvenience is not unjustifiable hardship (JobAccess).
• Inherent requirements. You still need to be able to do the essential parts of the job, with adjustments in place.
• Complaints. If you believe you have been discriminated against, you can contact the Australian Human Rights Commission on 1300 656 419. Making a complaint is free.

State and territory anti-discrimination laws may also apply. This is general information, not legal advice. For advice about your situation, speak with a lawyer, your union or a community legal centre.

Examples of adjustments

Every person is different, so adjustments should be worked out together. The JobAccess guide to supporting a neurodivergent workforce gives many examples (JobAccess).

The right adjustment depends on the barrier. For example, a person who loses track of verbal instructions might benefit from a short follow-up email after each meeting.

Flexible working arrangements

The Fair Work Act also gives some employees the right to request flexible working arrangements. The Fair Work Ombudsman says full-time and part-time employees with disability can make a request if they have worked for the same employer for at least 12 months. Some long-term casual employees can also request. Employers must respond in writing within 21 days (Fair Work Ombudsman).

A flexible working request might ask for a later start time, set work-from-home days, part-time hours, or a split shift that avoids peak-hour travel. Explain how the change would help you work well, and suggest how any effect on the team could be managed.

This is a separate right from reasonable adjustments. You can ask for adjustments at any time, including when you first start a job.

Free advice and funding

JobAccess is the Australian Government’s national hub for workplace and employment information for people with disability. Its advisers give free, confidential advice to employees and employers on 1800 464 800.

JobAccess also runs the Employment Assistance Fund (EAF). The EAF can help pay for workplace changes, such as assistive technology, workplace modifications, specialised support for people with mental health conditions or learning disabilities, and disability awareness training. Workplace assessments are arranged for free.

To be eligible, the person usually needs to:

• have a disability that has lasted, or is likely to last, at least two years and that affects their ability to do their job
• need the change to carry out their work
• be an Australian resident
• have a job offer, or work at least 8 hours a week in a job that has lasted, or is expected to last, at least 13 weeks

Employees, employers and self-employed people can apply. Funding caps and rules change, so check the current EAF guidelines before buying anything. You need written approval first.

How to ask for adjustments

1. Notice the barriers. Write down the situations that are hardest, such as open-plan noise or last-minute changes.
2. Suggest solutions. Think about what would help. You are often the expert on what works for you.
3. Decide what to share. You can focus on your needs rather than your diagnosis. Our guide to telling your employer about ADHD or autism covers this in more detail.
4. Put it in writing. Email your manager or HR with your request, so there is a clear record.
5. Agree on a review date. Check in after a few weeks to see what is working and adjust.

If you manage a neurodivergent employee

• Ask the person what helps, rather than guessing from a diagnosis.
• Keep information private and only share it with their consent.
• Try a change for a set period, then review it together.
• Remember that what helps one person may not help another.
• Call JobAccess if you are unsure what is reasonable.

Adjustments often help the whole team too. Clear agendas, written summaries and fewer last-minute changes make work easier for many people.

Neurodivergent people face real barriers at work. The Australian Bureau of Statistics reported that in 2022 the unemployment rate for autistic people of working age was 18.2%. This was more than double the rate for people with disability (7.5%) and almost six times the rate for people without disability (3.1%) (ABS). Good adjustments are one way workplaces can help close that gap.

Invictus Health कैसे मदद कर सकता है

Some of our psychologists and counsellors work with neurodivergent adults. You can use our find a practitioner page to choose someone who suits you.

If you do not have a diagnosis and want to understand your profile, our ADHD and autism assessments may help. For employers, our workplace programs include leadership coaching and culture training that covers diverse and neurodivergent teams.

Please speak with a qualified professional about your own situation.