Ask the employee what helps, then give early warning of any change in writing with extra time to process it. Under the Equality Act 2010 employers must make reasonable adjustments, and Access to Work can fund support. The point most guidance buries is the timing: for change, the support that works is given before the change lands, not after the employee is already struggling.
First, ask the person, before the change happens
Book a short, private conversation as soon as you know change is coming, whether that is a restructure, a new system, an office move or a new manager. Do not work from a standard autism checklist. Acas, the UK workplace advice service, is clear that adjustments must be individualised, because what suits one autistic person can be no use to another. The question to put is simply "what would help you with this change?" The most effective adjustments, the National Autistic Society notes, start by listening to the individual rather than imposing a fixed package.
Then build predictability into how the change is run
Once you know what helps, put the practical adjustments in place. The ones that come up most for change are about advance notice, processing time and a single point of contact. A reasonable adjustment is a change you make so a disabled worker is not put at a real disadvantage by the way you run things, and you, not the employee, meet the cost.
| What change feels like | Adjustment that helps |
|---|---|
| Being told late, or in passing | Early notice of the change in writing, with the "why" explained |
| No time to take it in | Protected time to read, ask questions and prepare before it lands |
| Not knowing who to ask | One named point of contact for questions about the change |
| A new system or process | Step-by-step written instructions and a short transition period |
| A new manager or team | A written handover of how the person works best, agreed with them |
Co-design these with the employee and write them down, so they survive a change of manager. Many employers use a wellbeing passport for exactly this.
Escalate to funding, and know when the duty bites
Beyond your own duty, the government's Access to Work scheme can fund a job coach or support worker to help an employee manage transitions, on top of standard adjustments. The maximum grant was £69,260 a year for 2024/25, and employers with fewer than 50 staff are not asked to make a cost-share contribution, so for a small employer a job coach can be at no cost to you. On the law: under section 20 of the Equality Act, once a way of working puts a disabled person at a substantial disadvantage, you must take the steps it is reasonable to take to remove it, and failing to do so can be disability discrimination. The duty can apply even without a formal disclosure, where you could reasonably be expected to know the person is disabled and struggling.
Where the law comes from
Related
This page is general information, not clinical or legal advice.