Your rights to workplace accommodations
This resource page is designed to support individuals with AuDHD in the workplace.
Here, you’ll find clear information about your rights under Australian law, practical suggestions for workplace accommodations, and guidance on how to approach disclosure, or not, with your employer.
Your rights at work under Australian Law
Under Australian law, both ADHD and autism are recognised disabilities. This means people with AuDHD are legally protected in employment, and are entitled to request reasonable adjustments at work.
What is a reasonable adjustment?
Definition and Legal Context
A reasonable workplace adjustment is any change made to support a person with disability in performing their job effectively, participating in recruitment, or accessing employment opportunities. These adjustments aim to remove barriers that might prevent equal participation in the workplace and are protected under the Disability Discrimination Act 1992 (Cth) and related anti-discrimination laws. - JobAccess.
Employers are legally required to provide reasonable adjustments if it effectively enables the employee to perform their role without imposing major difficulties or excessive costs on the employer.
Principles of Reasonableness
What is reasonable can vary depending on the size of the organisation, the nature of the work, and available resources. Minor or low-cost adjustments are often expected, while adjustments that would cause significant disruption or financial burden may be considered unjustifiable hardship.
Practical Workplace Adjustments
Reasonable adjustments can be administrative, environmental, procedural, or technological and are tailored to the individual’s needs. Examples include:
Environment
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Permission to use noise‑cancelling headphones
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Access to a quiet room for both work and rest
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Adjustable lighting at the workstation
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Use of sensory supports such as fidget tools or standing desks
Time and scheduling
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Flexible start and finish times aligned with individual energy patterns
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Protected focus time blocked out
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Reduced meeting load or meeting‑free days
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Flexible break times to support regulation and concentration
Communication
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Written instructions and priorities; not verbal‑only directions
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Meeting agendas provided in advance
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Permission to follow up verbal conversations in writing
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Clear, direct communication from managers
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Regular scheduled check‑ins
Task management
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Clear written priorities from managers
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One primary task stream at a time where possible
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Large projects broken into smaller milestones
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Permission to use preferred productivity tools and systems
How to have the conversation at work
Deciding whether to disclose
Disclosure is a personal decision. There is no legal requirement to disclose a diagnosis in order to request adjustments.
Some people experience increased understanding and support after disclosure; others experience negative bias. It is very important to consider your workplace culture, your manager’s approach, and whether HR or formal support structures are available.
How to make a request for adjustment
Many people choose to frame requests around what helps them work effectively, rather than diagnostic labels. For example:
“I do my best work in a quiet environment and when instructions are provided in writing.”
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Be specific: request the exact adjustments you need, rather than general support
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Frame it as a mutual benefit: explain how the adjustment will improve quality and/or efficiency of your work output
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Put it in writing: make sure you follow up all conversations with a short email confirming what was agreed, ideally getting a response acknowledging receipt and approval of the request
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Seek support if required: The Australian Human Rights Commission provides guidance on disability discrimination at work.