Workplace Accommodations for People with ADHD or Autism

Two main laws protect you: 

• The federal Americans with Disabilities Act (ADA) covers most employers with 15 or more employees.
• Oregon state law (Oregon Revised Statutes 659A.103 to 659A.145) covers most employers with six or more employees. 

Under these laws: 

• Autism and ADHD are usually considered disabilities.
• You have the right to ask for a reasonable workplace accommodation.
• Your employer cannot fire you, refuse to promote you, or treat you poorly for asking. 

A reasonable accommodation is a change that helps you do your job. It does not remove the main duties of your job. 

Examples of accommodations for autism or ADHD include: 

• A quieter workspace or noise-canceling headphones.
• Reduced lighting.
• Clear written instructions instead of only verbal ones.
• Flexible start and end times.
• Extra breaks to manage focus or sensory needs.
• Remote or hybrid work.
• Changes to how tasks are organized or prioritized.
• A job coach or additional training time. 

The accommodation must help you work and must not cause the employer an undue hardship, meaning major difficulty or cost. 

Before you make a request, take time to prepare. Ask yourself: 

• What part of my job is hard right now?
• What change would make it easier?
• Have I tried anything that has helped before? 

Your employer may ask for medical information, but only if your disability or need is not obvious. 

Documentation can come from any healthcare provider. It should explain: 

1. That you have a disability (it does not need to share your full diagnosis or medical history), and
2. That you need an accommodation related to your job. 

You may request an accommodation even if you did not ask for one when applying for a job, or after receiving a job offer.  

You do not need special words or forms to ask for an accommodation. 

You can make the request: 

• By email.
• In writing.
• In a meeting with a supervisor or someone from human relations (HR). 

It is usually best to put your request in writing so there is a record. 

You do not have to tell your coworkers. Only people who need to know should be involved. 

Once you request an accommodation, your employer must participate in an interactive process. This is an ongoing conversation to find a reasonable solution. 

During this process: 

• Your employer can ask questions about your needs.
• They can suggest different accommodations.
• You can say if something does not work for you. 

Your employer does not have to give you exactly what you ask for. But they do have to offer something that works, if possible. 

Ignoring your request or refusing to talk is usually not allowed.

Your employer must: 

• Respond within a reasonable time.
• Keep your medical information private.
• Provide a reasonable accommodation, if one exists. 

Your employer cannot: 

• Fire you for asking for an accommodation.
• Retaliate against you (cut hours, demote you, harass you).
• Demand unnecessary medical details.
• Force you to accept an accommodation you do not need.