Navigating the Workplace: A Guide for Autistic Adults Seeking Accommodations

In 2017, the CDC released findings where they estimated that 2.21% of adults in the US were autistic. This data is imperfect. First, it’s from 2017. And, secondly, it’s mostly based on childhood diagnoses of autism. But, it gives us a number to start from, showing that adult autism is not absent from most workplaces.

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Research also shows that people with autism spectrum disorder are more likely to be underemployed or unemployed than their neurotypical peers. That number may be as high as 85%. This can be due to burnout, inaccessibility, or not having appropriate support and accommodations at work.

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Being autistic can make working difficult. Many jobs are incompatible with autism, like working at the customer service desk of a department store. There can be a lot of unpredictability, challenging social interactions, and stress. 

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Plus, stimming and fidgeting may not be easy to do at work. These coping mechanisms might draw negative attention and are sometimes seen as unprofessional. It is vital for us to be able to engage in these activities, because they can quickly and drastically improve our health and well-being.

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But, often, workplaces don’t see the benefits of hiring and working to retain autistic individuals. They don’t know that we’re often more productive than our neurotypical counterparts—or that, many times, a combination of a severe lack of resources and some intolerance lead to us leaving for another position.

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Thankfully, employees can take steps to get our needs met by seeking out reasonable accommodations.

Autistic people have a variety of protections available to them, thanks to the Americans with Disabilities Act (ADA). The ADA was passed in 1990 after a decades-long push by disability activists to have equal protection under the law. It protects against discrimination in what they call areas of public life. For the most part, that includes where you live, work, play, shop, and access healthcare. Some cities, counties, and states have their own laws that compliment the ADA, strengthening protections for those of us with disabilities and chronic conditions—like autism.

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It is important to note that you need a formal diagnosis in order to access any protections under the ADA or most local laws. This includes ADA-protected reasonable accommodations. That doesn’t mean you can’t ask for potential adjustments, but, without a diagnosis, you do not have much legal recourse if your workplace refuses to work with, or even retaliates against, you.

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Under the ADA and other local laws, employers are not allowed to discriminate against you for having a disability. They are required to entertain accommodation requests, as long as these are “reasonable.”

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Now, what is considered reasonable can differ, depending on the size, budget, and resources of your workplace. If a request would cost the employer too much money or be incredibly difficult to implement, they are allowed to deny an accommodation. In short, what a large department store chain would consider reasonable will be different than what a mom-and-pop store can afford. So, keep this in mind when you ask about accommodations.

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Employers that have more than 15 employees have to comply with the ADA. If your organization is smaller than that, you may still be protected by a state, county-level, or city-level law. Check in with your state’s member organization of the National Disability Rights Network for additional assistance.

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If your workplace is subject to the ADA and has an HR department, any accommodation requests should go through them. They may have forms you need to fill out, including having a health care provider sign off to attest that you have a qualifying condition. It can also be helpful to talk with a therapist or other medical provider to think through what accommodations may help. If your workplace doesn’t have an HR department, you may have to disclose that you have a disabling condition to your supervisor. In either case, you don’t have to share exactly what diagnosis you have and they are not allowed to ask for specifics.

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If you believe you are being discriminated against, you should try to resolve the issue with your workplace’s HR department (if applicable). If that doesn’t solve the issue, you can connect with one of your state’s member organizations of the National Disability Rights Network. If needed, you also reach out to and even file ADA complaints with the Equal Employment Opportunity Commission (EEOC).

Autistic individuals are nearly 3 times as likely to have other chronic health issues, including those that may cause chronic pain. So, you may want to consider if there are other accommodations you should ask for when you reach out about those related to an adult autism diagnosis.

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Here are just a few ideas of accommodations you may want to explore.

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Cognitive and task-related accommodations  

• Help with breaking larger tasks into smaller, more manageable steps.
• Help prioritizing tasks on your to-do list.
• Extra time during or after meetings to process information.
• Providing visual aids, programs, and clear checklists to help you with task management. This can also be helpful for completing tasks that aren’t commonly on your to-do list, such as things that are done annually or when covering for a colleague’s absence.
• Providing structured tasks and predictable routines, while minimizing interruptions.

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Sensory & body-related accommodations  

• Noise-canceling headphones or noise-dampening earbuds.
• Flexible seating such as yoga balls or standing desks
• Dimmable or controllable lighting options, like smart-lighting. 
• Allowing flexibility for remote work or flexible schedules, so that you can work when your brain is working at its best and away from overwhelming stimuli.
• A dedicated workspace or seating away from heavily walked office paths to help limit background noise and interruptions.
• Ability to stim & fidget as needed.

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Interpersonal & communication accommodations

• A supervisor’s use of clear and direct language, especially when related to instructions or tasks you have to complete.
• Providing written communication alongside or instead of verbal directions. This might also include thinking about what methods for communication work best, whether that’s in-person conversations, emails, or rapid communication programs like Slack.
• Early notice of any upcoming projects, tasks, and meetings. 
• Share agendas for meetings at least the day before to allow for folks to prepare for the meeting. 
• Assigning mentors or job coaches to help with tasks, organization, communication, etc.

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Deciding whether, when and how to disclose your autism diagnosis at work can be a deeply personal and complex decision. For many autistic adults, disclosure is necessary to access accommodations, but it also comes with concerns about stigma, bias or negative treatment. 

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Understand your goals

Think about why you’re considering disclosing your diagnosis. Common reasons include seeking accommodations, educating coworkers or addressing misunderstandings about your work style. Being clear about your objectives can help you tailor your approach.

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Choose the right timing

Disclosure doesn’t have to happen on your first day. You can wait until you feel comfortable with your workplace culture or until you experience challenges that make accommodations necessary. However, requesting accommodations retroactively for performance issues may be more difficult.

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Decide who to tell

In many workplaces, you only need to disclose to HR or a designated accommodations officer. If you feel comfortable, you can choose to share with trusted colleagues or supervisors, but it’s not required. Keep in mind that once you disclose to someone, they are legally required to keep your information confidential unless you give permission otherwise.

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Be prepared to educate

Some people may not understand autism or autistic traits, like sensory sensitivities. Having a brief explanation ready can help bridge the gap, especially if you focus on how your ASD diagnosis relates to your job and your unique strengths. For example: “I’m autistic, which means I thrive with clear, written instructions and a structured work environment. These accommodations help me work at my best.”

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Practice self-advocacy

When disclosing, be prepared to advocate for your needs. Highlight how accommodations benefit both you and the organization, such as improving productivity or communication. It’s okay to ask for time to consult with medical professionals or legal advocates if the process becomes challenging.

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Know your rights

Understanding your legal protections under the ADA or equivalent laws in your area can help you feel more confident. If you encounter discrimination or resistance, don’t hesitate to seek support from the Job Accommodation Network, National Disability Rights Network, or a legal advocate.

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Set boundaries

You are not obligated to share your autism diagnosis or personal details of your life with people at work. If people try to pry or ask invasive questions, redirect them to focus on what is necessary for your role and your accommodations. For example, you can say: “I have a condition covered under the ADA that requires certain workplace accommodations.” 

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Managing disclosure is an ongoing process, and it’s okay to adjust your approach as you learn what works best for you. The most important thing is to prioritize your well-being and advocate for a workplace environment where you can thrive.

Navigating workplace accommodations as an autistic adult often requires self-advocacy. While this can feel overwhelming, building self-advocacy skills can empower you to communicate your needs effectively and confidently.

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Know your rights

Familiarize yourself with the protections provided under the ADA and any applicable state or local laws. Understanding these rights can give you the confidence to ask for reasonable accommodations without fear of retaliation.

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Prepare for conversations

Before approaching HR or a supervisor, outline the specific accommodations you need and how they will help you perform your job effectively. If possible, frame these requests in a way that highlights mutual benefits for both you and your employer.

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Practice communication

Role-play conversations with a trusted friend, mentor, or therapist. This can help reduce anxiety and ensure you articulate your needs clearly.

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Document everything

Keep records of any requests you make, along with the responses from your employer. If issues arise, having a clear paper trail will be invaluable.

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Find allies

Connect with colleagues who are open to learning about neurodiversity. Allies can amplify your voice and help create a more inclusive workplace culture.

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Use external resources

Connect with organizations like the Job Accommodation Network (JAN) or your state’s NDRN member agency for guidance. They can help you navigate complex workplace dynamics and strengthen your case for accommodations.

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If the people at work aren’t accepting, you may find yourself considering changing jobs. Consider getting in touch with specific autism resources, such as Mentra or Hire Autism. These organizations can help you prepare for the job search and connect with possible job openings elsewhere.

One of the most important things a workplace or employer can do is work to make the workplace more inclusive. All the accommodations in the world will mean nothing if autistic employees are not considered, included, and psychologically safe.

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There are training programs, articles, and other resources out there to help supervisors adopt a more neuro-inclusive supervisory style. 

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Organizations like The Neurodiversity Network and The Neurodiversity Hub in the UK also offer workplace neurodiversity training, to ensure that all employees work on biases and inclusivity.

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Even in the absence of specific training, supervisors and higher-ups at companies can do a lot to make workplaces more welcoming. All they have to do is be flexible, supportive, and willing to talk through any issues that arise.

If you’re struggling at work and need professional support, we can help. Prosper Health is the first telehealth provider focused exclusively on autistic and neurodivergent adults. We provide virtual diagnostic evaluations––and a formal diagnosis is the first step to getting the accommodations you need at work.



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In addition to evaluations, our clinicians practice neurodivergent-affirming therapy and provide mental health support for autistic and neurodivergent adults, covered by insurance. 80% of our clinicians identify as neurodivergent themselves or have a close personal connection with neurodivergence or autism.

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We are here to support you in reaching your goals and helping you thrive.