"I need adjustments, but I don’t want to out myself as autistic."
For years, I white-knuckled through office life—blaming myself when fluorescent lights left me nauseous, when open-plan seating made focus impossible, when I needed five business days to recover from a single meeting.
Then I learned: You don’t need an autism diagnosis to get accommodations.
The truth? Most workplace adjustments cost employers nothing but make everything possible for neurodivergent employees. And thanks to disability rights laws worldwide, you can request them while keeping your diagnosis private.
Here’s how to advocate for your needs—script templates included.
Your Legal Right to Accommodations (Without Disclosure)
Key Legal Principles (Universal Protections):
1. Disability laws in most countries protect your right to reasonable accommodations
2. You rarely need to disclose a specific diagnosis—just describe functional limitations
3. Employers must engage in an “interactive process”** to find solutions
Example Frameworks:
- UN Convention on the Rights of Persons with Disabilities (Article 27)
- Many national laws (e.g., ADA in US, Equality Act in UK, etc.)
3 Accommodation Categories & How to Request Them
1. Flexible Scheduling
Why it helps: Autistic burnout often follows rigid 9-5 rhythms that ignore our natural energy cycles.
Scripts:
> “I do my best work during [morning/evening] hours. Could we adjust my schedule to [specific times]? I’m happy to overlap for key meetings.”
> “I’d like to propose a compressed workweek (e.g., 4x10hr days) to maximize productivity. Studies show this reduces burnout across teams.”
Pro Tip: Cite team benefits (e.g., extended coverage hours).
2. Sensory & Environmental Adjustments
Why it helps: 94% of autistics report sensory issues impacting work performance (Horder, 2023).
Scripts:
> “I’m sensitive to overhead lighting. Could I use a desk lamp instead or move to a low-light area?”
> “Open offices make deep work challenging. Would a noise-canceling headset or reserved focus room be possible?”
> “Fragrance-free policies help me (and many others) avoid migraines. Could we discuss implementing this?”
Pro Tip: Frame as productivity boosters vs. personal needs.
3. Remote/Hybrid Work
Why it helps: Removing commute + sensory stressors preserves spoons for actual work.
Scripts:
> “I’ve tracked my output and find I’m 30% more productive remotely. Could we trial a [X] day hybrid arrangement?”
> “Medical factors make office attendance difficult some days. Could we formalize work-from-home options for health maintenance?”
Pro Tip: Highlight metrics (quality/quantity of work done remotely).
The Art of the “No-Label” Request
What to Share:
- Functional impacts (not diagnoses):
- “I process information better in writing”
- “I work most efficiently in quiet environments”
What to Avoid:
- Over-explaining
- Apologizing for needs
Script:
> “I’ve identified some adjustments that would help me perform at my best. Specifically, [accommodation]. Research shows this also reduces turnover costs. How can we implement this?”
When Employers Push Back
Responses to Common Objections:
“We don’t do that here.”
→ “Many companies now offer this to retain top talent. Here’s data showing improved outcomes.”
“It wouldn’t be fair to others.”
→ “Equality means equal opportunity, not identical treatment. For example, glasses aren’t given to everyone—just those who need them.”
“We need you onsite.”
→ “Could we define which tasks truly require in-person presence? I’m happy to come in for those.”
Documentation Without Disclosure
If pressed for “proof”:
- General doctor’s note: “This employee has medical needs warranting [accommodation].”
- Quoting laws: “Under [country]’s disability protections, employers must explore reasonable adjustments.”
When to Consider Disclosure
Might help if:
- You work in an explicitly neurodiversity-friendly company
- You need extensive accommodations
- You want to mentor other ND colleagues
Script if disclosing:
> “I’m autistic, which means I thrive with some adjustments like [specifics]. These allow me to contribute my best work.”
Remember: This is Business, Not Charity
As autistic advocate Lydia X.Z. Brown notes:
> “Accommodations aren’t special favors—they’re the removal of barriers that never should’ve existed.”
Your rights reminder:
- You’re not “asking too much”
- Needs can evolve—renegotiate as required
- If denied reasonable requests, consult an employment lawyer
What’s one accommodation you’ll request this month? Name it below to make it real. 💛