Start with the reframe, then agree the change
Treat it as an executive-function barrier, not poor effort: agree reasonable adjustments such as staged tasks, visual planners, reminders and daily check-ins. The Equality Act 2010 makes these a duty for disabled staff. Losing track of time and slipping deadlines is a known feature of ADHD and autism, not a sign someone has stopped trying. So the manager’s first move is a conversation, not a warning: ask the employee what gets in the way and what would help, then agree the adjustments with them and write them down. Imposed changes tend to fail; a short record — in a notes file or a workplace adjustments passport — means the arrangement survives a change of manager.
The toolkit that actually helps with time
Acas lists adjustments that target exactly this difficulty. Pick the few that fit the role rather than applying all of them at once Acas:
- Regular check-ins on how the work is going — Acas gives the example of a 10-minute morning catch-up.
- A planner that visually highlights deadlines and appointments, such as a colour-coded wall planner.
- Extra reminders before key dates.
- Breaking large pieces of work into smaller, sequenced tasks.
- Extra time to plan, and flexibility over start and finish times.
The law: a duty, and one you cannot gate behind a diagnosis
Once you know, or could reasonably be expected to know, that an employee is disabled, you have a legal duty to make reasonable adjustments where a way of working puts them at a substantial disadvantage Equality Act 2010, s.20. Two points managers miss. First, the employee does not need a formal diagnosis: the legal test is a substantial, long-term impairment, not a letter s.6, and Acas says you should offer support whether or not there is a diagnosis. Do not demand proof before acting. Second, the employee can never be asked to pay for the adjustment. If you are legally required to make reasonable adjustments and have not, jumping to a capability or disciplinary process is itself a discrimination risk.
If the cost or support goes beyond what you can fund
Where the employee needs coaching, specialist software or aids beyond your own adjustments, Access to Work is a publicly funded grant that can pay for them, with an award cap of £69,260 a year as of 2026 GOV.UK. Useful to know, but slow: there is a large processing backlog, so put your own reasonable adjustments in place now rather than waiting for a grant to land.
Where the law comes from
Related
This page is general information, not clinical or legal advice.