Navigating Workplace Accommodations for ADHD & Autism (Without Burning Out Trying)
Talking about workplace accommodations can feel… complicated.
On one hand, you might know that you need something to change — the sensory overload, constant task-switching, or unpredictable meetings might be pushing you to the edge. On the other hand, asking for support can feel risky. What if people don’t get it? What if you’re judged or labeled as “difficult”?
You’re not alone in that hesitation.
Even though workplace accommodations are a legal right in Canada under the Canadian Human Rights Act and most provincial human rights codes, stigma and misunderstanding around neurodivergence can still make the process stressful. This post isn’t meant to pressure you into requesting accommodations… it’s meant to help you explore whether you’re ready, what the process can look like, and what kinds of supports might actually make your work life feel more doable.
Step 1: Exploring Your Readiness for Workplace Accommodations
Before jumping in, it can help to check in with yourself (and your healthcare team) about what you need and how you want to approach it.
You might want to ask yourself:
What’s not working for me right now?
What helps me do my best work?
What feels hard that probably doesn’t have to be this hard?
Sometimes people start this process in conversation with their occupational therapist, therapist, or family doctor. Together, you can talk about the potential benefits and risks — including the emotional impact of disclosing a diagnosis, or navigating possible stigma at work.
There’s no one “right” answer. Some clients decide to disclose fully. Others share only what’s necessary to get the right supports in place. And some people decide to hold off for now — which is also completely valid.
Step 2: Understanding Your Rights
In Canada, employees have the right to reasonable accommodations for disabilities including ADHD, autism, and related mental health conditions. This means your employer has a duty to accommodate to the point of “undue hardship.”
This right exists under:
The Canadian Human Rights Act (for federally regulated workplaces)
Provincial human rights legislation (e.g., Ontario’s Human Rights Code, BC’s Human Rights Code, etc.)
Accommodations can look different depending on your workplace, but the law focuses on fairness and access, helping you perform your job effectively without unnecessary barriers.
You do not need to disclose your diagnosis to your employer. Usually, you only need to provide a letter or note from a healthcare provider (like a doctor or OT) stating that accommodations are medically necessary and outlining your functional needs (e.g., “requires a quiet workspace,” “benefits from flexible deadlines,” etc.).
Step 3: What Workplace Accommodations Can Look Like for Adults with ADHD or Autism
Accommodations aren’t one-size-fits-all. They depend on your role, your environment, and what helps your brain function best.
Here are a few examples we often explore with clients who have ADHD or autism:
Flexible scheduling, hybrid work options, or work from home
The ability to use noise-cancelling headphones or a quiet space
Written instructions or visual task lists instead of verbal-only directions
Regular check-ins with supervisors for clarity and prioritization
Adjusted deadlines or “focus blocks” to reduce task-switching fatigue
Modified lighting or reduced sensory distractions (e.g., fragrance-free workspace, quiet area)
Access to sensory tools and ergonomic changes (e.g., standing desk, alternative chairs)
Clear, consistent communication expectations
Predictable schedules or advance notice of changes
Option to communicate via email or chat instead of phone calls
Access to a mentor or support person for onboarding and transitions
Sometimes accommodations are small, like permission to wear sunglasses under bright lights, or having meetings scheduled at specific times of day when focus is strongest. Other times they’re bigger, like role modifications or workload adjustments. All of it counts.
Step 4: How to Start the Process
If you’re considering requesting accommodations, you can start by:
Talking with your healthcare provider — this might be your family doctor, therapist, or occupational therapist. They can help identify what’s actually needed and write supporting documentation if appropriate.
Clarifying your goals — what do you want to feel different day to day? Less burnout? More focus? More sustainable engagement? Reduced stress/ anxiety? Less overstimulation?
Preparing what to share — you don’t need to disclose your diagnosis unless you want to. Focus on how the accommodation supports your ability to do your job effectively.
Reaching out to HR or your manager — usually in writing. If possible, bring documentation from your provider outlining your functional needs (not necessarily your diagnosis).
Collaborating on a plan — ideally, accommodations should be flexible and reviewed periodically to make sure they’re working.
If you’re not sure where to start or what to ask for, this is something we often explore in occupational therapy sessions. Together, we can identify your workplace stressors, find realistic strategies, and prepare language to make these conversations easier.
Next Steps:
It’s okay to have mixed feelings about all of this. Even though accommodations are your legal right, it doesn’t mean every workplace handles it perfectly. Some are incredibly supportive; others… less so.
That’s why exploring readiness with your support team matters. You deserve to feel safe and empowered in how you approach this — whether that means requesting formal accommodations or finding informal supports within your existing team.
Workplace accommodations aren’t about getting “special treatment.” They’re about creating equity, removing unnecessary barriers so you can actually thrive at work instead of constantly trying to keep up.
If you’re feeling stuck or unsure where to start, an occupational therapist can help you navigate this process in a way that feels grounded and authentic to you.
Our clinic offers neurodiversity-affirming occupational therapy for adults in Canada with ADHD, autism, anxiety, and burnout. We can support you in exploring workplace accommodations, daily routines, and strategies that actually work for your brain.
