How do we support a dyslexic employee with written work?

Agree reasonable adjustments together: dictation and text-to-speech software, extra time, and clear verbal instructions. No diagnosis is needed, and under the Equality Act 2010 the employer pays for them, not the worker.

Start with a conversation, not a checklist

Dyslexia affects each person differently, so your first step is to ask the employee what gets in the way of written work and what would help. Acas recommends agreeing adjustments jointly, then trying and reviewing them, because what suits one neurodivergent worker may not suit another. Keep it private and practical: you are sorting out tools and ways of working, not diagnosing anyone.

The written-work adjustments that help most

Drawing on Acas and the British Dyslexia Association, the changes employers most often put in place for reading and writing are:

• Speech-to-text and text-to-speech: dictation software so the employee can speak rather than type, and a screen reader to listen back to documents and emails.
• Time and early sight of documents: give extra time for written tasks, issue reports and agendas earlier, and extend deadlines for text-heavy work.
• Verbal alongside written: give instructions out loud as well as in writing, and break them into clear, ordered steps rather than one dense email.
• Format and tools: grammar and spelling checkers, plus the person's preferred coloured screen background or paper.
• Do not make them take the minutes: record meetings or assign note-taking to someone else, so the employee can take part instead of struggling to write at speed.

Two legal points the top results bury

First, your employee does not need a formal dyslexia assessment before you act. Acas confirms a worker does not need a diagnosis to be considered disabled under the Equality Act 2010, so "wait until they are tested" is the wrong answer. Whether dyslexia counts as a disability turns on the effect on day-to-day activities, not the label.

Second, the cost falls on you. Section 20 of the Equality Act makes adjustments a legal duty and says the disabled person cannot be required to pay any part of the cost. So you cannot charge the employee for their software or ask them to fund it themselves. Failing to make a reasonable adjustment is itself a form of disability discrimination.

Where Access to Work fits in 2026

For specialist kit, software and coaching beyond your core duty, the employee can apply for Access to Work, a government grant of up to £69,260 a year. It tops up your duty rather than replacing it, so it never excuses you from making the adjustments yourself. It is also not a quick fix: the National Audit Office reports a large backlog, with average processing time rising to about 66 days in 2024-25. Make the adjustments now and run the application in parallel.

This page is general information, not clinical or legal advice.