Access to Work for ADHD, autism and mental-health conditions
How to describe neurodivergent or mental-health barriers to Access to Work and choose support that changes the working day rather than simply adding another app.
Last reviewed: 6 July 2026 · UK guidance
In brief
Access to Work assesses practical employment barriers, not whether a diagnosis is severe enough in the abstract. For ADHD, autism or mental-health conditions, support may involve coaching, specialist strategies, travel, communication support or equipment under current rules.
Ordinary employer adjustments remain important. Clear priorities, written instructions, predictable meetings or a quieter workspace may be arranged directly, while grant-funded support can address additional needs.
Map the barrier across a real week
Note task initiation, switching, memory, sensory load, communication, travel, panic, fatigue and recovery. Include what happens when workload changes. This identifies whether the need is organisational, environmental, interpersonal or technical.
Specify what the support person or tool would do
“Coaching” should have goals, frequency and boundaries. Software should solve a named task and be compatible with employer systems. Ask how effectiveness will be reviewed and what happens when the job changes.
Coordinate with the employer
Agree which recommendations are confidential, who buys equipment and how time for coaching is treated. Access to Work should not become a reason to postpone simple reasonable adjustments.
Review unsuitable recommendations
If the assessment suggests a generic product or support that does not fit, explain the mismatch with examples and propose an alternative. Ask for the decision and review route.
A neurodivergent work-barrier description
Use this in the application or assessment.
In my role, [task or environment] causes [specific barrier and consequence]. I currently use [strategies], but they are not enough when [frequency or trigger]. I am requesting [support] to achieve [work outcome]. Please assess this alongside the employer adjustments already discussed.
A practical checklist
- Use examples from a real work week.
- Define what coaching or technology will do.
- Keep employer adjustments moving.
- Challenge generic recommendations with evidence.
Check the current information
These are the most relevant official or specialist places to confirm live rules, availability and application details.
gov.uk
Open official informationacas.org.uk
Open official informationgov.uk
Open official informationgov.uk
Open official informationChoose one next action
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