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Work that fits how your brain works.
For ADHD, autism, dyslexia, dyspraxia, dyscalculia, Tourette's and every brain that works its own way, with or without a diagnosis. And for the managers who want to get it right.
Tap anything in the room, or use the numbered tabs below. They open the same things.
Where would you like to start?
Pick the one that fits right now. You can come back for the rest any time.
Neurodiversity, in plain English
Every brain works differently. Neurodivergent is a word many people use when theirs works in a way that's less common, for example with ADHD, autism, dyslexia, dyspraxia, dyscalculia or Tourette's. Many people have more than one.
You don't need a diagnosis to use anything here. Plenty of people are still waiting for an assessment, never get one, or simply recognise themselves.
What this room is, and isn't
It's practical help with working life, from someone with 15+ years in the people profession. Tee is not a doctor or a clinician, so nothing here diagnoses or treats anything.
For health questions, or if you think you might want an assessment, talk to your GP. For a crisis, call Samaritans free on 116 123, any time.
It's too much. Let's turn it down.
Overload is real, and it isn't a weakness. Use one of these for a few minutes. Nothing here needs you to talk to anyone.
Notice where you are
A grounding exercise for when your head is too loud. One step at a time:
- 5 things you can see
- 4 things you can feel, like your feet on the floor
- 3 things you can hear
- 2 things you can smell, or like the smell of
- 1 slow breath out
Need to step away? Say this.
"I need ten minutes to reset. I'll be back at quarter past."
"I'm finding it hard to focus in here. Is there a quieter space I can use for an hour?"
If overload happens a lot at work, that's useful information, not a failing. The room has ideas like a quieter desk, noise cancelling headphones and agreed break times.
Getting started, staying with it, and stopping.
Three small tools. Your lists are saved on this device only.
Focus timer
Pick a time you can actually manage. Short is fine. When it ends, the ring turns green, with an optional soft chime.
Just three things today
Not ten. Three. Anything else is a bonus.
Break it down
Type the task you're avoiding. Then add steps so small they feel almost silly. "Open the document" is a real step.
When you're stuck
- Two minute start. Agree with yourself to do just two minutes. Stopping after is allowed. Usually you won't.
- Body doubling. Work alongside someone, in person or on a video call with cameras on and microphones off. Many people find it easier to start.
- Write the ugly version first. A rough draft you can fix beats a blank page you're staring at.
- Move first. A short walk or a glass of water can shift you out of being stuck.
- Hyperfocus alarm. If you lose hours, set a timer for breaks, water and food, not just for work.
- Park it. When a new idea pulls you away, write it on a "later" list and come back to the task.
My working style card.
One page that tells people how to get the best from you. Share it with a new manager, attach it to an adjustments request, or keep it for yourself. You choose what goes in, and you don't have to name a diagnosis.
Adjustments: small changes, big difference.
Tick what's hard at work. You'll get ideas other people have found helpful, and you can turn the ones you want into a request.
Is this covered by the law, and can Access to Work pay for it? Read the reasonable adjustments guide, written in plain English.
Words to use.
Copy, change and send. Clear and polite, without over-explaining.
Should I tell work?
It's your information and your decision. There's no right answer, only what's right for you, at this job, right now.
You can
- Tell no one
- Tell your manager only
- Tell HR or occupational health only
- Ask for adjustments without naming a diagnosis
- Tell people at the start, later, or never
Things to weigh up
- Do you need adjustments to do your best work?
- How have they handled it for others?
- Is something going wrong that context would help?
- How much do you want to share, and with whom?
What they should do
- Keep it confidential, and only share with your agreement
- Talk with you about what helps
- Consider reasonable adjustments
- Not treat you less favourably because of it
At interview
You can ask for adjustments to the process without saying why in detail. Common ones: the questions in writing as well as out loud, extra time, a quiet room, knowing the format in advance, or a short break.
"Could I please have the interview questions in writing as well as spoken? It helps me give you my best answers."
If you decide to tell your manager
"I wanted to let you know I'm autistic [or: I have ADHD / I'm dyslexic]. It's part of how I work, and I'm good at my job. A couple of things help me do my best: [clear written priorities, notice of changes]. I'd like to talk about those when it suits you."
Lead with what helps, not with a list of difficulties. Your can do the explaining for you.
For managers: get the basics right.
Most of what helps neurodivergent people helps everyone: clarity, predictability and trust. Start here.
Do
- Ask "what helps you work at your best?", and act on the answer
- Put priorities, deadlines and decisions in writing
- Give notice of changes, and the reason for them
- Send an agenda before meetings, and say if you'll want views
- Be direct and specific. Say what you mean
- Judge the work, not the way someone looks while doing it
- Keep what you're told confidential
Avoid
- Hints, sarcasm or "you know what I mean"
- Surprise meetings with no subject line
- Asking for a diagnosis before you'll help
- Treating eye contact or small talk as a performance measure
- One size fits all adjustments. Ask the person
- Discussing someone's condition with the team
Your legal duty, in one paragraph
If someone's condition is a disability under the Equality Act 2010 and you know, or could reasonably be expected to know, you must make reasonable adjustments. Waiting for a diagnosis or a formal request isn't a safe approach. If performance or conduct is a concern, ask whether anything is getting in the way before you start a formal process.
More help, from people who know.
Free UK organisations that know neurodiversity well. Tee isn't connected to any of them.
Neurodiversity organisationsThe National Autistic Society, ADHD UK, the ADHD Foundation, the British Dyslexia Association, the Dyspraxia Foundation, Tourettes Action and Access to Work, with what each one does.→Thinking about an assessment?
Start with your GP. NHS waiting times for adult ADHD and autism assessments can be long in many areas, so it's worth asking early and asking what your options are. You can still ask for adjustments while you wait.
Talk it through with Tee
Not sure what to ask for, or how to raise it? Bring one question and leave with a clear next step.
Practical workplace information from an HR professional, not medical or legal advice. Written for England, Scotland and Wales. Last reviewed November 2026.