How to Ask for Reasonable Adjustments at Work for Invisible Disabilities

Invisible disabilities, such as chronic illness, mental health conditions, neurodivergence, and autoimmune disorders, often go unrecognized. Living with a disability at work that others can’t see can make it harder to explain your needs, let alone ask for support. But having the right reasonable adjustments at work can make a significant difference to both your wellbeing and performance.

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This guide will help you confidently ask for reasonable adjustments and navigate the process in a practical, empowering way.

What Are Reasonable Adjustments?

Reasonable adjustments are changes an employer can make to remove barriers you may face due to a disability at work. These workplace adjustments are designed to create a level playing field, so you can do your job effectively without being disadvantaged. Examples include:

• Flexible working hours
• Remote or hybrid working
• Adjusted deadlines or workload
• Quiet or low-stimulation environments
• Assistive technology or tools
• Extra breaks or rest periods

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For many people, these workplace adjustments are essential for managing work with a disability, not optional extras.

Step 1: Understand Your Needs

Before asking for reasonable adjustments at work, take time to reflect on what you need.

Ask yourself:

• What challenges am I experiencing day-to-day?
• When do these challenges tend to happen?
• What changes would help me perform better?

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For example, instead of saying “I struggle with fatigue,” you could identify “I work more effectively with a later start time.” Being specific will help you clearly explain your request for reasonable adjustments.

Step 2: Know Your Rights

If you have a disability at work, you are often legally entitled to reasonable adjustments at work. Understanding your rights can make a big difference when having this conversation.

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You may also be eligible for external support schemes like access to work, which can provide funding or practical help for equipment, travel, or support workers.

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Knowing about access to work and your workplace policies gives you confidence and strengthens your request.

Step 3: Decide How Much to Disclose

With invisible conditions, deciding what to share can feel difficult. The key thing to remember is that you don’t need to disclose everything. When asking for workplace adjustments, you can:

• Focus on how your condition affects your work
• Share only what is necessary
• Avoid going into personal or medical detail unless you want to

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For example: “I have a health condition that impacts my concentration in busy environments. A quieter workspace would help me stay productive.”

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This approach supports managing work with a disability while maintaining your privacy.

Step 4: Plan the Conversation

Asking for reasonable adjustments at work can feel intimidating, but preparation helps.

Try to:

• Arrange a private meeting with your manager or HR
• Think through what you want to say
• Bring clear examples of helpful workplace adjustments
• Focus on solutions, not just problems

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You might start with: “I’d like to discuss some reasonable adjustments that would help me work more effectively. I’ve identified a few changes that could improve my productivity.”

Step 5: Be Clear and Practical

When requesting reasonable adjustments, clarity is key. Structure your request like this:

1. Briefly explain the challenge
2. Suggest a specific adjustment
3. Link it to improved performance

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Example: “I experience sensory overload in busy environments. Working from home two days a week would help me focus and maintain consistent output.”

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This makes it easier for your employer to understand how workplace adjustments support both you and the business.

Step 6: Be Open to Discussion

Requesting reasonable adjustments at work is a collaborative process.

Your employer may:

• Ask questions
• Suggest alternative workplace adjustments
• Need time to review your request

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This is normal. Being open and flexible can help you find solutions that support managing work with a disability effectively.

Step 7: Follow Up in Writing

After your conversation, send a short email summarizing:

• The reasonable adjustments discussed
• Any agreements made
• Next steps

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This helps avoid misunderstandings and creates a record of your request for reasonable adjustments at work.

Step 8: Review and Adapt

Your needs may change over time, and so can your workplace adjustments. Regularly check in with yourself:

• Are these adjustments still working?
• Do I need additional support?

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You can revisit the conversation at any time. Managing work with a disability is an ongoing process, not a one-time fix.

Additional resources

👉 Gov.uk - Best for: understanding the law and your entitlement to workplace adjustments

👉 ACAS - Best for: How to ask for reasonable adjustments at work

👉 Jobcentre Plus - Best for: one-to-one guidance and confidence-building

👉 Scope - Best for: real-world advice and scripts for conversations

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About the National Disability & Carers Card Scheme

‍The National Disability & Carers Card scheme was set up in 2019 by carers to make everyday life and access easier for people with disabilities and those who care for them. The scheme supports 200,000 card holders and provides easy-to-carry visual identification that helps users avoid repeatedly explaining their disability or caring role. The National Disability Card is accepted as proof of disability at 600+ venues across the UK and abroad.