Workplace adjustments for autistic employees: what is ‘reasonable?’
Open accessAbstract
Autistic adults are inadequately supported in the workplace. This study sought a definition of 'reasonable' and explored facilitators and barriers to employers making reasonable adjustments. 98 employers and employees across a UK city completed a survey; 15% identified as being autistic. Qualitative data were analysed using framework analysis. Reasonable adjustments were defined as having a positive impact on autistic employees' wellbeing and work outputs without being detrimental to non-autistic employees or the organisation; they were low cost and easily implemented. Recommendations were for autism awareness training, low-stimulus work spaces, clear instructions and flexible working hours. A definition of reasonable is added to the literature, with suggestions of where to invest support efforts. Recommendations mostly apply to the education sector.
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By contrast, at home participants could create comfortable, quiet, less overwhelming environments suited to their needs with autonomy over temperature, lighting and noise.
“By contrast, at home participants could create comfortable, quiet, less overwhelming environments suited to their needs [39,47,54,55,57-59,61] with autonomy over temperature, lighting and noise [39,42,52,55,57].”
From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [52]
This reduced sensory overload, helping employees focus; preventing them from feeling drained; increasing their tolerance of others; improving perceived mental health and reducing meltdowns.
“This reduced sensory overload [38,55,57,58], helping employees focus [52]; preventing them from feeling drained [39]; increasing their tolerance of others [54]; improving perceived mental health [54] and reducing meltdowns [38].”
From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [52]
Some described missing their commute routine.
“However, some described missing their commute routine [52]”
From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [52]
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- Authors
- Petty, S., Tunstall, L., Richardson, H., & Eccles, N.
- Affiliations
- York St John University (GB)
- University of York (GB)
- Corresponding author
- Petty, Stephanie
- ORCID
- Petty, Stephanie
- Venue
- Journal of Autism and Developmental Disorders
- Published
- 2022-01-12
- Volume
- 53
- Issue
- 1
- Pages
- 236-244
- ISSN
- 0162-3257 (ISSN-L)
- 1573-3432
- PMC
- PMC8752384
- OpenAlex
- W4205533564
- Cited by
- 48
- References
- 44
- Citations by year
- 2026: 11 · 2025: 16 · 2024: 9 · 2023: 9 · 2022: 3
- FWCI
- 10.71
- Type
- journal article
- Language
- en
- Open access
- bronze
- doi.org
- Licence
- Locations
- Journal of Autism and Developmental Disorders (publishedVersion)
- PubMed Central (publishedVersion)
- PubMed (publishedVersion)
- Research at York St John (York St John University) (submittedVersion)
- Topics
- Social Sciences › Safety Research › Disability Education and Employment
- Life Sciences › Neuroscience › Cognitive Neuroscience › Autism Spectrum Disorder Research
- Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
- Keywords
- autism spectrum disorder, autistic employees, reasonable accommodation, workplace accommodations, employer support, employee well-being, flexible working hours, barriers and facilitators, education sector employment
- MeSH terms
- Autism Spectrum Disorder, Adult, Autistic Disorder, Humans, Surveys and Questionnaires, Workplace
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