A Guide to Workplace Accommodations for Autistic Adults

Autism at Work: You're Not Alone

A 2017 study from the Centers for Disease Control and Prevention (CDC) estimated that 2.21% of adults in the United States are autistic. The actual prevalence rate is probably much higher since most of the study’s data came from childhood diagnoses and did not include many late-diagnosed or self-diagnosed adults. But even that conservative figure tells us something important: autistic people are already part of every workplace.

And yet, autistic adults remain significantly underemployed and unemployed compared to our non-autistic peers. Some studies suggest the unemployment rate among autistic adults may be as high as 85%. This high unemployment rate isn’t about abilities, though; it’s about burnout, inaccessible environments, and lack of support.

The vast majority of workplaces were not designed with neurodivergent people in mind. From overwhelming sensory environments to unclear communication norms, the modern workplace can be tough at best.

But you have rights, and accommodations can help level the playing field.

What Are Workplace Accommodations?

Accommodations are changes or adjustments to your work environment or expectations that help you perform your job effectively. For autistic employees, these can reduce overwhelm, clarify expectations, and make work more manageable and sustainable.

Workplace accommodations are a legal right.

Your Rights Under the ADA

What the ADA Covers

The Americans with Disabilities Act (ADA) is a federal law that protects disabled people, including autistic adults, from discrimination. Under the ADA:

Employers with 15 or more employees must provide reasonable accommodations.
You have the right to ask for accommodations that help you do your job.
Your employer cannot legally retaliate against you for making a request.

Do I Need a Diagnosis?

Yes. In most cases, to access legal protections under the ADA, you need a formal autism diagnosis or a diagnosis of another qualifying condition. Without a formal diagosis, you can still request accommodations, but your employer doesn’t have to provide them.

What If My Company Is Small?

If your company has fewer than 15 employees, you may still be protected under state or local disability rights laws. Use the National Disability Rights Network (NDRN) to find an agency in your state that can help.

Types of Accommodations for Autistic Adults

Everyone’s needs are different, but the list below includes common accommodation categories and examples to consider.

Cognitive and Executive Function Supports

Breaking large tasks into smaller steps
Task prioritization guidance
Extra time to process information
Written instructions or visual aids
Predictable routines and fewer interruptions

Sensory and Physical Environment Modifications

Noise-canceling headphones
Flexible seating (e.g., standing desk, yoga ball)
Dim or natural lighting options
Remote work options or flexible hours
Stim/fidget allowances and sensory-friendly workspace

Communication and Social Interaction Accommodations

Clear, direct communication from supervisors
Written instructions instead of (or in addition to) verbal ones
Advance notice of meetings or changes
Meeting agendas in advance
Flexibility with communication tools (email, Slack, etc.)
Access to a job coach, support person, or mentor

How to Request Accommodations

1. Gather Documentation

Use your assessment report or ask a healthcare provider to write a letter confirming your diagnosis and outlining your needs.

2. Contact the Right Person

If your company has HR, start there. If not, you may need to talk with your supervisor. You don’t need to share your exact diagnosis with your supervisor, only that you have a condition covered under the ADA.

3. Be Clear and Specific

Frame your request around a specific challenge and a reasonable solution. For example:

“Bright overhead lighting causes sensory overload. I’d like to use a desk lamp instead to reduce lighting sensitivity and increase focus.”

4. Follow Up in Writing

Always keep a paper trail of your requests and any responses. This will protect you if future issues arise.

Disclosure: When, Why, and How

Choosing whether to disclose your diagnosis at work is a personal and complex decision. Some autistic adults feel empowered by being open. Others fear stigma, and some of us experience discrimination. You get to choose what’s right for you.

Understand Your Goals

Are you disclosing to ask for accommodations? To build understanding with your team? Clarifying your “why” can help shape what you share and with whom.

Decide Who to Tell

You’re not required to tell coworkers. You only need to disclose to the person handling accommodations, usually HR, or in some cases, your supervisor.

Keep It Simple

You can say:

“I have a condition covered under the ADA and would like to request a few reasonable accommodations.”

If Your Request Is Denied

Sometimes requests are denied due to cost, feasibility, or misunderstanding. If that happens, you can:

Follow up in writing and ask for clarification
Consult with a legal or disability rights advocate
Contact the Equal Employment Opportunity Commission (EEOC) or your state’s NDRN office

Self-Advocacy Tips for Autistic Adults

Asking for what you need at work can be difficult, especially if you've experienced gaslighting or dismissal in the past. Here are some tips to help:

Know your rights under the ADA or state law
Write down what you need and why it matters
Practice saying it with a coach, therapist, or trusted friend
Bring scripts or notes to the conversation if it helps
Document everything to create a paper trail
Find allies who support neurodiversity in your workplace
Use outside resources like JAN or disability advocates if needed

Creating a Truly Inclusive Workplace

Accommodations are essential for an inclusive workplace, but true inclusion means:

Leaders and supervisors trained in neurodiversity
Coworkers' understanding of sensory and communication differences
Cultures that value diverse thinking styles and allow people to be themselves

If you're a manager or employer reading this, please remember that inclusion is an investment in your team, not a cost. And if you're an autistic employee, you deserve to work somewhere that sees your strengths and supports your needs.

How NeuroSpark Health Can Help

At NeuroSpark Health, we specialize in affirming adult autism and ADHD evaluations, coaching, therapy, and accommodations support.

We offer:

Formal documentation for workplace accommodations

Post-diagnosis coaching to help you clarify what you need

Neurodivergent-affirming therapy provided by neurodivergent therapists

100% of our providers are autistic, ADHD, or AuDHD themselves, so we get it. We’ll help you move from burnout and confusion to clarity and self-advocacy.