Accommodation 101 for Mental Health and Neurodiversity

A guide to reasonable accommodations for professionals with mental health conditions and neurodivergence, including ADHD, which are protected under the Americans with Disabilities Act (ADA).

---

Are things like depression, ADHD, autism, dyslexia and anxiety really considered disabilities?

Short answer: Yes!

Long answer: The ADA doesn't provide a comprehensive list of disabilities but defines a disability as someone who has a physical or mental medical condition that substantially limits a major life activity, or if they have a record of such a condition. This includes chronic and episodic conditions that are substantially limiting when active, such as bipolar disorder. This also includes someone with a history of cancer, even if the cancer is in remission.

Disabilities include but are not limited to: depression, anxiety, ADHD, autism, bipolar disorder, dyslexia, PTSD, OCD, schizophrenia, brain injury, diabetes, epilepsy, chronic illness, and more.

What are accommodations?

Accommodations support professionals to perform the essential functions of their job, often by providing adjustments to:

• The work environment

• Existing training materials or processes

• Work hours and scheduling

• Supervisory methods

• Communication methods

• Access to resources or assistive technology

Accommodations require medical documentation from a healthcare provider, which can be a therapist, counselor, psychiatrist, psychologist, GP, specialist doctor, etc.

They also need to be reasonable, meaning they don't cause undue hardship to the business. Usually this means financial hardship, or disruption to business operations.

What are examples of accommodations for mental health and neurodivergence?

Below is a list of accommodations I've collected over my professional experience. This list isn't exhaustive but it should get your gears turning on what could help you!

Work Environment Adjustments

• Noise cancelling headphones

• Desk away from foot traffic for minimal distractions

• Wall dividers on either side of desk to block visual distractions

• Adjusted lighting

• Ability to use quiet room

• Balance ball chairs, standing desk ergonomic adjustments, foot hammocks, etc.

• Approval for emotional support animal

• Ability to work from home a certain number of days per week

Schedule Adjustments

• Reduced schedule

• Maximum of 2 hour meeting blocks to allow for breaks

• Adjusted schedule, such as shifting core hours to later in the day

• Flexible schedule to allow time for medical appointments during workday

• Intermittent leave to accommodate unplanned flare-ups of medical condition, including panic attacks

• Ability to take unscheduled breaks

• Uninterrupted work time, such as the ability to use DND for up to three hours per day

Adjustments to training materials and on-the-job learning

• Extra time to learn new information

• Additional time to obtain necessary certifications for job

• Additional training tools. Example: a phone script for typical phone interactions

• Ability to record trainings, use captions, review training materials in advance, and/or get transcripts

• Weekly 1:1 time with a peer for job shadowing purposes. LPT: Be specific in your request. For example, 2 hours per week shadowing top performer on team for 3 weeks

• Training materials in accessible formats. Example: digital copies of printed materials so employee can use text-to-speech software.

Adjustments to Supervisory Methods

• Supervisor provides feedback in writing 24 hours in advance of 1:1 so employee has time to process feedback.

• Supervisor provides feedback using Start, Stop, Continue method to ensure feedback is clear and actionable

• Written instructions for tasks with explicit timeline, due dates, and clear expectations and measures of success

• Written recaps after 1:1 meetings, detailing action items, expectations, and deadlines

• Specifications for format projects should be in and examples

• Ability to collaborate with manager on breaking down large projects to smaller milestones and deadlines, or ability to use 1:1s to review workload and prioritize tasks with manager

Adjusted Communication Methods

• Adopting a succinct or explicit communication style in conversations and emails with employee.

• Verbal or written recaps after lengthy or complex conversations

• Using color or bolding to highlight action items and important questions in emails

• Advance notice of public speaking events

• Ability to turn off camera in meetings

• Ability to record meetings, use captions, access transcripts

• Ability to participate in meetings via chat instead of verbally

Access to Additional Resources and Tech

• Job Coaching. Typically 10 sessions with a job coach over the course of 3 months, learn more here: https://www.vocawell.com/coaching-services

• Note-taker for meetings or ability to use note-taking software

• Reading & writing software such as Ghotit Dyslexia Software, Open Dyslexic Font, Pro Writing Aid, Grammarly, Otter AI Notetaking, RocketBook, Echo Pen, Dragon Speech Recognition

• Task management software such as Todoist, Omnifocus, Notion, etc.

• Mindmapping software

Will my accommodation requests be approved?

It depends! I’ve seen most of these accommodations both approved and denied, sometimes

both by the same employer. This is because it depends on the team's specific business needs and the employee’s medical needs. Accommodations are often a negotiation process to figure out what's effective and reasonable for both parties; there's no "rulebook" that outlines everything that's reasonable and unreasonable. HR, managers, and employees often work together to create effective accommodations.

The best way to find out is to start by requesting a confidential conversation with a member of your accommodations or HR team.

Still have questions?

I'm happy to help. Schedule a free consultation with me to get your questions answered and learn more about the accommodations process.

-Kate Broeking, VocaWell Founder and Principal Coach

Disclaimer

The information contained in this document is only for the information of the intended recipient and may not be used, published, or redistributed without the prior written consent of VocaWell LLC. The opinions expressed are in good faith and while every care has been taken in preparing these documents, VocaWell LLC makes no representations and gives no warranties of whatever nature in respect of these documents, including but not limited to the accuracy or completenes­­s of any information, facts and/or opinions contained therein.

The information contained within this document is for informational purposes only. It is not legal advice. We do not intend to offer legal advice by providing information contained in this document. Parties who review this information may consider seeking legal advice from a licensed attorney for assistance. VocaWell LLC, its subsidiaries, the directors, employees and agents cannot be held liable for the use of and reliance of the opinions, estimates, forecasts and findings in this document.