Start with the work barrier
Identify the task, environment or process causing difficulty—for example interruptions, unclear priorities, sensory load, unpredictable changes, written communication or time estimation.
Match the adjustment to the barrier
Examples can include quieter workspace, written priorities, predictable check-ins, adjusted communication, assistive technology, structured onboarding, flexible scheduling or changes to how tasks are assigned. The appropriate option depends on the role.
Keep the request proportionate and collaborative
Irish equality guidance describes an employer duty to consider reasonable accommodation for disability, subject to legal limits. A constructive request explains the functional need and invites discussion about workable alternatives.
Diagnosis is not the whole explanation
An employer generally needs enough information to understand the barrier and proposed support, but that does not automatically mean every clinical detail is relevant. Seek individual employment or legal advice where needed.
Review whether it works
Adjustments should be reviewed after an agreed period. The aim is not to prove that one recommendation was perfect, but to identify what improves performance and sustainability.
Common questions
Does an employer have to provide every requested adjustment?
No. The duty is to consider reasonable accommodation within the relevant legal framework. Feasibility, role requirements and disproportionate burden may be relevant.
Do I have to disclose a diagnosis?
Disclosure decisions are individual and can have legal and practical implications. Consider seeking advice about the minimum information needed to request support.
Can an assessment report recommend adjustments?
Yes, if workplace recommendations are within scope. The report should connect recommendations to functional evidence and recognise that the employer decides implementation.
Primary and public sources
Sources were checked on 7 July 2026. Guidance and public pathways can change.
To report a factual concern, email focusedcarepsychology@gmail.com.