Workplace adjustments for PDA

Many autistic people, including PDAers (people with a PDA profile), can bring valuable skills and unique perspectives to the workplace. But without the right support, working environments can feel overwhelming, and even enjoyable roles can become too much. Reasonable adjustments are small changes that can make a big difference, helping reduce anxiety and allowing PDAers to thrive at work.

This guide offers advice on looking for work, how to ask for adjustments, and practical suggestions for what might help. It also includes information for employers to better understand PDA and support PDAers in the workplace.

PDAers often describe particular challenges in the workplace which can make things harder to manage. These might include:

• Feeling out of control: simply being paid for work can feel like a demand.
• Unclear job roles: not knowing exactly what’s expected can lead to anxiety.
• Needing freedom: PDAers can do excellent work when they have space to do it their way.
• Avoiding demands: even jobs which are enjoyable can sometimes be too much when pressure builds.

Recognising these challenges is the first step toward being able to find more supportive working environments.

Some workplaces are more inclusive than others. Doing a little research before applying can help find a better fit.

• Where to look: the government’s Disability Confident scheme lists employers who are actively working to support disabled and neurodivergent employees. You can find a link to this register at the bottom of this page. But even if a company isn’t on the list, it’s always worth asking what adjustments they offer.
• Meaningful work: many PDAers value job satisfaction and shared values over financial reward. Working for a company that aligns with your interests or ethics can make the experience more positive and less stressful.

Deciding whether to share a diagnosis or PDA profile with an employer is a personal choice. Some PDAers find that telling a potential employer helps them request adjustments for the interview. It is illegal for an employer to discriminate against someone for disclosing that they are autistic.

Some adjustments that might help during interviews include:

• Getting the questions in advance: having time to think about answers can ease anxiety.
• Quiet waiting areas: reducing sensory stress before the interview can help with nerves.
• Knowing the interview plan: understanding what might happen, and when, can make it easier to prepare.
• Learning about the interviewers: knowing who will be there and what their roles are can help make things feel less overwhelming.

These adjustments help level the playing field and give PDAers the space to show their strengths.

Everyone has the legal right to ask for reasonable adjustments at work. These are changes that make the workplace more accessible and reduce stress. They’re designed to help you work in a way that feels manageable.

Here are some tips for asking for adjustments:

• Being clear about what helps you: you don’t need to share your whole diagnosis or medical history. Just try explaining what makes working easier for you.
• Thinking about timing: some people find it helpful to discuss adjustments during the hiring process, while others prefer to wait until after they’ve started.
• Asking for a meeting: try discussing adjustments in a relaxed, private setting with your manager or HR.
• Using examples: sharing specific adjustments that have helped you in the past (or ones you’d like to try) can help others to see how best to support you.
• Remember it’s a conversation: adjustments can be reviewed and changed over time if your needs or the role changes.

There’s a checklist at the end of this page with suggestions for workplace adjustments. You could use this as a starting point to talk with your employer about what might work for you.

Every job is different, but there are many types of adjustments that can help PDAers feel more comfortable and in control at work.

For some PDAers conventional work structures don’t feel like the right fit. Here are some alternative options:

• Freelancing or self-employment: can give greater choice over when and how you work.
• Zero-hours contracts: offer flexibility in deciding when to work.
• Working with an agent: outsourcing admin tasks like invoicing or contracts can reduce stress.
• Volunteering: contributing to meaningful projects without the pressure of paid employment.
• Seasonal work: can mean working jobs with variety and breaks between contracts. These can offer flexibility but may also bring uncertainty.
• Employment agencies: accessing short-term, temporary work that provides variety.

Even with the right adjustments, not every job will work out-and that’s okay! PDAers bring valuable skills, and the right opportunity could be just around the corner.

Understanding PDA and making reasonable adjustments helps create an inclusive and productive workplace. The following guidance may help employers support PDA employees:

Recruiting

• Job adverts: using clear, jargon-free language in job descriptions can help PDAers to understand what the role requires.
• Application forms: including space for applicants to request adjustments during recruitment.

Interviewing

• Flexibility: try considering alternatives to traditional question-and-answer formats, such as work trials.
• Interview details: sharing the format, names of interviewers, and example questions in advance can help reduce unnecessary anxiety.
• Clear, direct language: avoiding sarcasm or ambiguous phrases. Keeping an open mind about body language or eye contact makes for an inclusive approach.
• Sensory needs: offering quiet waiting areas and hold interviews in calm, low-stimulation environments.

Workplace adjustments benefit everyone. They help unlock potential, reduce anxiety, and build stronger working relationships.

There is a checklist at the end of this page to support conversations about reasonable adjustments. It’s designed to help employers and employees explore what might be helpful and agree on ways forward.

The government’s Disability Confident scheme supports employers to recruit and retain disabled and neurodivergent employees. You can find the register of participating employers here.

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