How to Ask For Workplace Accommodations
A detailed U.S. guide to requesting accommodations for AuDHD/ADHD/Autism—what you can generally expect & common mistakes to avoid.
NOTE: This article provides general educational information about U.S. workplace accommodations under the ADA. The ADA generally applies to employers with 15 or more employees, but state or local laws may apply to smaller employers or provide additional protections. Laws, guidance, and workplace policies can change. Consider consulting a qualified professional about your specific situation. This is not legal advice.
Things to Know Before You Start
An Autism or ADHD diagnosis alone doesn’t guarantee an accommodation.
What matters is how your disability affects you at work, the barriers you experience, & whether an accommodation could effectively address them.You don’t necessarily have to disclose your specific diagnosis.
However, if your disability or need for accommodation isn’t obvious, your employer may request reasonable medical documentation.Your employer doesn’t have to approve the exact accommodation you request.
They may offer a different accommodation if it would effectively address your disability-related limitations. You still need to be able to perform the essential functions of your job with or w/o an accommodation. An employer may also deny an accommodation if it would create an undue hardship (significant difficulty or expense).
(EEOC, 2002)
Jump to the Section
1. First Identify the Barrier(s)
Before deciding what accommodation(s) to request, identify what is making it harder for you to do your job and what change could help. Use the example below as a guide and answer each question for your own situation.
Barrier → Impact → Accommodation
Example:
Barrier: What at work creates difficulty because of your AuDHD?
There is background noise, visual distractions, frequent interruptions, & cumulative sensory input in the office
Impact: How does this affect your ability to do your job?
Interferes w/ ability to sustain concentration during tasks requiring focus.
Accommodation: What change could help remove/reduce the barrier?
Remote work to reduce exposure to these workplace conditions and support sustained concentration
The key is connecting the accommodation to the barrier you’re experiencing: identify the barrier → explain the impact → identify an accommodation that could effectively address it (JAN).
More than one thing at work may be creating difficulty. If so, repeat the exercise for each one. Different barriers may require different accommodations.
2. Make the Request + Create a Paper Trail
Now take the Barrier → Impact → Accommodation you identified in Step 1 and use it to make your request.
Your employer may have an accommodation policy, HR contact, or form for processing requests. You can follow that process, but your initial request doesn't have to use special legal language or be in writing to qualify as a request under the ADA (EEOC, 2002). But a good rule is: IF IT’S IMPORTANT, SEND AN EMAIL.
Example:
Hi [Name],
I’m writing to request a workplace accommodation related to a medical condition.
In my current work environment, [barrier]. As a result, [impact]. To address this barrier, I am requesting [accommodation].
Please let me know the next steps in the accommodation process and whether you need any additional information from me.
Keep appropriate records of your request, while following your employer’s confidentiality & info-security policies.
3. Provide Medical Documentation (if asked)
After you submit a request, your employer may ask for medical documentation. Your employer may have a form for your healthcare provider to complete or may request a letter.
Remember Step 1? You can share the Barrier → Impact → Accommodation you identified with your healthcare provider as a starting point. This can help them understand the workplace barriers you’re experiencing, how they affect your ability to work, and what accommodations you’re requesting.
Who may be able to provide documentation?
An appropriate healthcare or rehabilitation professional who understands your condition and relevant functional limitations. This may include a psychiatrist, psychologist, PMHNP, primary care provider, licensed mental health professional, or another appropriate treating clinician.
(EEOC, 2000, 2002; JAN).
4. Participate in the Interactive Process
Your request may start a back-and-forth convo. with your employer called the “interactive process”. They may approve your request, ask questions, or suggest a different accommodation.
If they suggest an alternative, consider whether it would actually address the barrier(s) you identified in Step 1. If it wouldn’t, explain which barriers would remain and why, then continue working with them to identify effective accommodation(s) (EEOC, 2002).
This may take more than one conversation/meeting or proposed accommodation.
Example: You request remote work
Your employer suggests: A private office or moving to a quieter area instead.
You explain: This could reduce noise and interruptions, but it wouldn’t address other barriers, such as lighting, shared spaces, and the cumulative sensory overload of being onsite.
Your employer suggests: Adjusted lighting, less time in shared spaces, or a hybrid schedule.
You explain: These changes may reduce some sensory input, but the onsite conditions would continue interfering with ability to sustain concentration during extended-focus work.
5. Before & During Meetings
If you have a scheduled meeting, write down your notes beforehand. Use what you identified in Step 1 to guide the convo.
You generally don't need to share details that aren't relevant to your accommodation request, such as your entire medical history, childhood trauma, family issues, or personal stories. Focus on the info. that helps explain the barrier, its impact on your work, and the accommodation you need.
REMEMBER — You don't necessarily have to respond to new info or make a decision immediately during the meeting. If you're asked for info. or presented with a new option and need time to think, you can ask to follow up later. For ex: “I’d like some time to process this. Can I get back to you?”
6. Send An Email After Important Convos
Sometimes you won’t be able to take notes—maybe it’s a last-minute meeting, unexpected call, or impromptu convo. Afterward, send a brief follow-up email summarizing what was discussed, decisions, or next steps. This isn't required, but it can help create a written record.
Why a paper trail matters: People forget conversations. Managers leave. An email from six months ago can become useful if there’s ever disagreement about what happened.
7. If They Say No, Ask Why
If they deny the specific accommodation you requested, that doesn't necessarily mean the accommodation process is over. Ask why and whether there are other accommodations that could effectively address the barrier(s) and limitations you identified. If they suggest an alternative, consider whether it would actually work for you.
If this happens during a meeting, you can ask for time to process before responding. Then follow up by email. If their alternative wouldn’t be effective, explain which barriers would remain and why. In the email, summarize what was discussed, the reason given for the denial, any alternatives proposed, and next steps.
(EEOC, 2002)
Don’t Know What Accommodations to Ask For?
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Email Documentation Templates (Coming Soon ~September 2026)
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Read related article: Work Accommodation Basics FAQs
References
Job Accommodation Network. Accommodation process. U.S. Department of Labor, Office of Disability Employment Policy. https://askjan.org/topics/AccommodationProcess.cfm
Job Accommodation Network. Who can provide medical documentation for ADA purposes? U.S. Department of Labor, Office of Disability Employment Policy. https://askjan.org/articles/Who-Can-Provide-Medical-Documentation-for-ADA-Purposes.cfm
U.S. Equal Employment Opportunity Commission. (2000). Enforcement guidance on disability-related inquiries and medical examinations of employees under the Americans with Disabilities Act (ADA). https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees
U.S. Equal Employment Opportunity Commission. (2002). Enforcement guidance on reasonable accommodation and undue hardship under the Americans with Disabilities Act. https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada