Start with the person, not the kit
Ask the employee what helps, then trial sensory adjustments together: a quiet space, headphones, screen filters and advance notice of changes. The Equality Act 2010 requires reasonable adjustments, no diagnosis needed. The conversation comes first for a reason: the change that calms one neurodivergent worker can overload the next, so there is no fixed list that works for everyone Acas. Keep it confidential, let the employee lead on what gets in their way, and write down what you agree.
Agree specific adjustments, then review them
Sensory adjustments are usually low-cost or free, and the cost falls on you as the employer, not on the employee. Common ones that Acas lists for noise, light, smell and busyness include:
- A private, quiet space the person can step away to.
- Noise-cancelling headphones, or a desk away from foot traffic and printers.
- Screen filters or settings that cut brightness and glare.
- Softer uniform fabrics or relaxed dress-code rules, and calmer colours where you can.
- Flexible seating, and early warning of changes at work with extra time to take them in.
Treat each one as a trial. Agree it, put a review date in the diary, and check back with the employee on what is working and what is not. An adjustment that looked sensible on paper sometimes misses, and the point of reviewing is to swap it rather than abandon the whole effort.
Where to get help if you are unsure
If you or the employee want a structured look at what would help, your occupational health service, or the person’s GP, can advise. For anything with a price tag, Access to Work gives grants towards specialist equipment, assistive software and physical changes to the workplace, and the grant does not have to be paid back GOV.UK. Two things to know in 2026: Access to Work tops up your duty but does not replace it, so you cannot wait for a grant before acting on the low-cost basics; and there is a long backlog, so apply early rather than at the point the employee is already struggling. Failing to make a reasonable adjustment is itself a form of disability discrimination Equality Act 2010, s.21, so the safe course is always to engage, not to delay.
Where the law comes from
Related
This page is general information, not clinical or legal advice.