This October, as England marks Dyslexia Awareness Week, it’s a vital opportunity for employers, HR teams, and leaders to reflect on how workplaces can better support neurodiversity and, in particular, dyslexia. At Thrive Law, we believe in workplaces where everyone can thrive. That means not just meeting legal obligations, but fostering an environment where people with dyslexia feel understood, included, and able to contribute fully.
Understanding Dyslexia & Legal Duty
Dyslexia is a specific learning difficulty that can affect reading, spelling, writing, memory, and organisational skills. It is often described as a “hidden disability” because it may not be immediately obvious. Many highly skilled and talented people live with dyslexia, yet too often their challenges are misunderstood or overlooked.
It is important for employers to remember that under the Equality Act 2010, dyslexia (alongside other neurodivergent conditions) can amount to a disability. This creates a legal duty to make reasonable adjustments so that employees are not disadvantaged at work.
Earlier this year, ACAS published updated guidance on reasonable adjustments at work, with a dedicated section on neurodiversity, including dyslexia. Thrive Law was proud to contribute to that guidance, which you can read in full on the ACAS website (acas.org.uk).
What the ACAS Guidance Tells Us
One of the most important messages from the ACAS guidance is that a formal diagnosis is not always required before adjustments can be made. If an employee shares that they are struggling due to dyslexia-related difficulties, an employer should still act. Waiting for paperwork or assessments can create unnecessary barriers and delay support.
Another key point is that adjustments should be individualised. No two people with dyslexia will experience it in the same way, so managers should avoid a “one size fits all” approach. The most effective adjustments usually come out of a supportive conversation between the employee, their manager, HR, and, if appropriate, occupational health.
The guidance also highlights that adjustments do not always need to be complex or costly. Sometimes small, informal changes such as providing additional time for tasks or sharing meeting notes in advance can have the biggest impact. What matters most is the willingness of the employer to listen and respond constructively.
Finally, adjustments should not be a “set and forget” exercise. They need to be reviewed regularly, with both sides checking in to see if they are working well. A written record can help track what was agreed and when it will next be revisited, giving everyone clarity and accountability.
Practical Adjustments That Make a Difference
When thinking about reasonable adjustments, it helps to break them down into different areas of working life. For example:
| Written communication & documents | Use clear, simple fonts; provide documents in advance; highlight key points; allow extra time for reading; use coloured paper or backgrounds if helpful; use audio or video versions; provide assistive software (text-to-speech, spelling/grammar aid). |
| Verbal instructions / meetings | Give instructions both verbally and in writing; break tasks into smaller steps; check understanding; use diagrams or flowcharts; provide meeting summaries; allow recording of meetings. |
| Organisation & time management | Use planners, checklists, colour-coding; set reminders; provide coaching or mentoring; allow flexible working (e.g. remote working or varied hours); regular touch-ins to ensure deadlines are clear. |
| Work environment | Provide quiet workspace or reduce distractions; allow noise-cancelling headphones; adjust lighting; avoid overly cluttered workspaces; allow regular breaks; offer alternative workspace if open plan is overwhelming. |
| Training, performance & assessments | Adapt training materials (multisensory formats); allow more time for completing tests or assignments; adjust the format of assessments; ensure managers are trained in dyslexia awareness. |
Going Beyond Compliance
While legal compliance is essential, true inclusion goes far beyond what the law requires. It’s about creating a culture where people feel safe to disclose and confident that their needs will be met.
- Awareness & culture: Encourage open conversations about dyslexia, reduce stigma. Awareness raises understanding, reduces misunderstandings, and helps people feel safe to ask for support.
- Embedding adjustments from the start: In recruitment, onboarding, ongoing performance reviews. Don’t wait until there’s a problem.
- Leadership buy-in: Line managers are vital. If they understand neurodiversity and have the tools, adjustments are more likely to stick.
- Monitoring & feedback: Regular check-ins with the employee, adjusting what’s working and what isn’t. Capture feedback from people with lived experience.
Call to Action for Employers This Dyslexia Week
Dyslexia Week is the perfect moment to reflect on what more you can do to support neurodiversity at work.
- Review your policies: Check your reasonable adjustments policy and neurodiversity policy, if you have one — are they fit for purpose? Are managers aware of them?
- Train managers: Even short training or awareness sessions can make a big difference. Include what dyslexia is, how it shows up, how to have supportive conversations.
- Audit current staff experience: Poll or talk to employees (confidentially) to see if any need adjustments that haven’t been provided.
- Use external resources: Access the ACAS guidance (see links below), the British Dyslexia Association’s guides, and consider using workplace needs assessments.
- Celebrate neurodiversity: Use Dyslexia Week to spotlight successes, share stories, highlight the unique contributions dyslexic people bring.
Useful Resources & References
- ACAS: Reasonable Adjustments at Work — full guidance on what adjustments are required, examples, and legal context. (acas.org.uk)
- ACAS: Adjustments for Neurodiversity — more specifically about neurodivergent conditions including dyslexia. (acas.org.uk)
- British Dyslexia Association – Dyslexia Friendly Workplaces (Good Practice Guide) — practical advice for employers, simple adjustments, creating a dyslexia-friendly culture. (cdn.bdadyslexia.org.uk)
At Thrive Law, we are passionate about ensuring everyone has the opportunity to thrive at work. If you’re an employer, HR professional, or an employee with dyslexia, we are here to support you in navigating disclosure, implementing adjustments, and creating inclusive workplace cultures. Let’s use Dyslexia Week not just as a moment of awareness, but as a catalyst for lasting change. Email us now: enquiries@thrivelaw.co.uk
