Top Work Accommodations for Autism

As an autistic individual in the workplace, you may be eligible for certain accommodations. These accommodations can make it possible to perform the essential functions of your job. However, you may not be sure which accommodations you need to help you perform your job duties optimally. 

Quick Summary

• Workplace accommodations can help autistic employees perform the essential functions of their jobs while reducing unnecessary sensory, communication, social, and executive functioning barriers.

• Autism is covered under the Americans with Disabilities Act, which means many autistic employees may be entitled to reasonable accommodations at work.

• Common work accommodations for autism include sensory supports, written instructions, modified communication expectations, flexible scheduling, telework, private workspaces, and access to a mentor or job coach.

• The right accommodations vary by person, workplace, and job duties, so identifying the best fit often takes reflection, support, and trial and error.

• Autistic employees bring valuable strengths to the workplace, and accommodations can help employers retain capable, loyal, detail-oriented, and creative workers.

Today’s blog post will explore why accommodations are important in the workplace for autistic individuals and examine some common workplace accommodations that autistic individuals often ask for and receive. I will also share some work accommodations for autism that I have personally benefited from. 

Why Workplace Accommodations Matter

A study in the United Kingdom of all identified autistic adults noted an autism unemployment rate of 71 percent. Research tells us that even adults considered to have the lowest support needs do not fare well when it comes to the autism employment rate. An analysis by Harvery et al. found that even those with the lowest support needs experienced high rates of job changes, fewer working hours, overrepresentation in entry-level and low-wage positions, and underemployment.

You may wonder, “Is autism covered under ADA?” the Americans with Disabilities Act, and it is. This means that your employer is legally required to provide reasonable accommodations if you are unable to perform your job duties optimally as a result of autism spectrum disorder.

Work accommodations for autism can make a huge difference in the individual’s success on the job. Autistic individuals bring valuable traits into the office such as attention to detail, creative problem-solving, pattern recognition, and a fierce sense of loyalty and justice. Therefore, it is in the best interest of employers themselves to provide accommodations for areas in which we may need extra support because these accommodations go a long way in retaining this unique workplace talent.

Common Work Accommodations for Autism

Accommodations for Sensory Aversions

Some autistic individuals have unique sensory needs that can be impacted by certain types of environments. The average office environment can present a number of sensory challenges to autistic adults.

For example, an autistic individual who finds fluorescent lights overstimulating may be unable to concentrate in an office with that type of lighting. If this applies to you, you may ask your employer if you can work in a private room or near a window that provides natural light. If this isn’t possible, you may be allowed to wear sunglasses in the office.

Filtering out noise is another challenge for some autistic individuals. I cannot work when there is too much noise around me that I can’t control. When I worked for the federal government in a noisy, open-floor office, I was allowed to wear noise-cancelling headphones. This helped drown out the sounds of people talking around me so I could focus on my work.

Accommodations for Communication and Social Interactions

Autistic communication styles often differ from neurotypical expressions of communication. At your workplace, you can request accommodations that honor your unique communication patterns to increase your effectiveness in your job.

Such accommodations might include being given feedback and instructions in writing as opposed to verbally. Individuals who struggle with speaking may request to use a speech generation app on their phones. Other individuals may prefer to meet one-on-one with their supervisor to receive information instead of receiving it in a group setting.

Some individuals may even be eligible for job restructuring as an accommodation. This is when your employer changes some things about your job while still ensuring you perform all of the tasks you were hired to do. An example of this may be an individual who becomes anxious when talking on the phone. If making and answering phone calls is not an essential part of the work you were hired to do, you may request that your job duties don’t involve being on the phone.

Many autistic individuals experience social anxiety. They may receive accommodations so that they are not required to attend certain work-related social functions. Other individuals may benefit from having a dedicated support person that assists them with navigating workplace social environments that may be challenging to cope with alone. 

When I worked in an open-floor office, the anxiety I felt having “all eyes on me” during the workday negatively impacted my productivity. This was especially true when making phone calls, because it felt like everyone sitting around me was listening and waiting for me to mess up. I also tend to pace when I am on the phone because movement helps me burn off nervous energy. I quickly learned the hard way that pacing in an open-floor office in a government building will earn you more than a few funny looks from your colleagues.

Since talking to customers on the phone was a required part of my job duties, job restructuring was not possible. Telework during the COVID pandemic greatly helped reduce my performance anxiety on the phone. Although I still paced while talking on the phone, I could do this in the privacy of my own home so I wouldn’t distract other people.

When my organization made everyone return to the office once a week at the end of the pandemic, I was eventually given a small, private room to work in. This way, I would not be distracted by my colleagues, and they would not be distracted by my pacing while I was on the phone.

Flexibility in Work Hours

Many autistic individuals do their best work when they have a predictable schedule. Others need flexibility in their work schedules. You may find you need to take extra sensory breaks during the day. Accommodations around work hours can help you structure your workday so that you can do your best work.

As a federal employee, everyone had the option of flextime. This meant that as long as I worked a full eight-hour shift, I could start my shift any time between 7 a.m. and 9 a.m. I always chose to start my shift at 7 a.m. since I noticed a significant drop in my mental energy between 2 and 3 p.m. If your employer does not offer flextime, you may request it as an accommodation if you feel that you may benefit from having flexibility around when you start your workday.  

Access to Support and Resources

Some autistic individuals need support from other people in order to be successful at work. Previously, I mentioned that some autistic individuals may have access to a support person at work who assists them with social situations. However, that’s only one of the many tasks a support person can help with.

A support person can assist you with learning your job, and they help keep you on task. They can also come with you during performance evaluations with your boss. This person can be a co-worker, a job coach, or another trusted person outside of your job.

When I worked for the federal government, I had a mentor who helped me learn all of the functions of my job. This mentor was a woman who previously held my position for ten years before she had been promoted, and she knew my job duties well. She came to many of my performance evaluations, although I eventually reached a point where I could comfortably attend those meetings on my own.

Finally, every employee, regardless of neurotype, should have access to important support on the job. This includes contact information for human resources and your local labor union if your position has one.  

How to Identify the Right Accommodations For You

You may consider asking for accommodations at work, but you may not know which accommodations you need. This is a common concern for many autistic individuals in the workplace.  

The Job Accommodation Network (JAN) has an entire catalog of accommodations available to autistic individuals. However, identifying which accommodations are appropriate for your unique sensory, communication, and executive functioning needs can be overwhelming. It can also be tricky determining which accommodations are appropriate for your workplace and your job duties.

If you’re not sure which accommodations you need, one of the job coaches at Thrive Autism Coaching can help. They can work with you to identify where you might need additional support to help you perform your job to the best of your abilities.

Final Thoughts on Top Work Accommodations for Autism

For autistic individuals in the workplace, the Americans with Disabilities Act makes it possible for us to engage in meaningful work. There are so many accommodations available for autistic individuals that it may seem daunting to determine which ones will work best for you. Once you identify the correct accommodations for yourself and your job, you can give yourself the best chance to thrive and be successful in your work.

Key Takeaways

• Autistic employees are not asking for special treatment when they request accommodations; they are asking for access to conditions that allow them to do their work effectively.

• Sensory needs, communication differences, social anxiety, energy fluctuations, and executive functioning challenges can all affect job performance.

• Some accommodations are simple, such as noise-canceling headphones, written instructions, adjusted lighting, or a predictable schedule.

• Other accommodations may involve larger changes, such as telework, job restructuring, access to a private workspace, or support from a mentor or job coach.

• Autistic adults do not need to figure this out alone. A job coach or autism-informed professional can help identify reasonable, practical accommodations.

FAQs About Top Work Accommodations for Autism

What are examples of reasonable accommodations for autistic employees?

Common work accommodations for autism include a quieter workspace, noise-canceling headphones, written instructions, flexible scheduling, telework, modified meeting expectations, job coaching, a mentor, assistive technology, or changes to nonessential job tasks. The Job Accommodation Network describes autism-related accommodations across areas such as communication, concentration, sensory needs, social interaction, and workplace routines.

Can an autistic employee ask to work from home as an accommodation?

Yes, telework may be a reasonable accommodation when it helps an autistic employee perform essential job duties and does not create an undue hardship for the employer. Whether it is reasonable depends on the role, the workplace, and which job duties must be completed onsite.

Do autistic employees have to disclose their diagnosis to get accommodations?

To receive formal accommodations, an employee usually needs to disclose that they have a disability-related need, but they do not necessarily need to share every personal detail about their diagnosis. Disclosure is a personal decision, and autistic employees may want support from a job coach, therapist, vocational rehabilitation counselor, or trusted professional before deciding how to approach the conversation.

How can someone figure out which accommodations to request?

A helpful starting point is to identify what is getting in the way of job performance. For example, the challenge may be sensory overload, unclear expectations, difficulty switching tasks, social anxiety, fatigue, or trouble processing verbal instructions. From there, the employee can match the barrier with a practical support, such as written instructions, scheduled breaks, a private workspace, or flexible start times.

About the Author

Becky Moody, best known by her stage name Alaizabel Cray, is a neurodivergent actress, dancer, and writer residing in Denver, Colorado with her husband and two cats. Her work and social media pages can be found at https://linktr.ee/alaizabelcray.