If you’ve never asked for a workplace accommodation before, you’re not alone. It can feel overwhelming—especially if you’re not sure what you can ask for or how your manager might respond. But here’s the thing: accommodations aren’t special treatment. They’re tools that help you do your best work in a way that actually works for you.
Whether you’re disabled, neurodivergent, or navigating mental health challenges, you deserve to feel supported—not just tolerated—at work.
What is a workplace accomodation, anyway?
A workplace accommodation is any change or support that helps remove barriers you’re experiencing at work. It might relate to how, when, or where you work—or how information is shared with you.
You don’t need to “prove” you’re struggling. You don’t need to have the perfect solution figured out. Just knowing something feels hard is enough reason to start a conversation.
Common Workplace Accomodations:
✳️ For Sensory Sensitivities
- Noise-canceling headphones or permission to listen to music while working
- Turning off fluorescent lights or using natural light lamps
- Wearing tinted glasses to reduce visual overstimulation
🧠 For Executive Functioning & Focus
- Written instructions or task breakdowns instead of verbal directions
- Extra time for task switching or transitioning between projects
- Regular check-ins with a manager to help prioritize tasks
- Use of project management or visual planning tools
🗣️ For Communication Differences
- Being allowed to communicate via email or chat instead of verbal meetings
- Extra time to process questions before responding
- Agendas sent in advance of meetings, with notes shared afterward
🧘 For Mental Health & Emotional Regulation
- Flexibility to take short breaks when overwhelmed
- Access to a quiet space to decompress
- Permission to work remotely part-time or during flare-ups
♿ For Physical Accessibility or Chronic Conditions
- Ergonomic chairs, standing desks, or assistive technology
- Modified hours for medical appointments or energy conservation
- Reduced caseload or workload during periods of burnout or fatigue
How to Start the Conversation
You can request accommodations through HR or your direct manager. It can be verbal or written—whatever feels safest and clearest for you.
Here’s a script to get you started:
“Hi [Manager/HR], I’d like to request a workplace accommodation that would support me in doing my best work. I’ve been experiencing [brief description], and I think [your proposed solution] would really help. I’m happy to discuss more or answer any questions.”
Example:
“I’ve been struggling with noise in the office, and I think using noise-canceling headphones or moving to a quieter desk could help me focus better.”
Not sure what to ask for? Start with what feels challenging —then explore options together.
If You Get Pushback
Some workplaces still have a long way to go. If your request is dismissed or met with resistance, you can:
- Document your communication (email is helpful!)
- Check your legal rights (in Canada, the duty to accommodate is protected by human rights law)
- Reach out to a union, advocate, or legal support
You’re not asking for too much. You’re asking to be included. To access further support, check out Disability Alliance BC
You Deserve to Work in a Way That Works for You
Requesting accommodations is a valid, powerful way to make work more accessible—for yourself and others. Whether it’s your first time asking or your tenth, you deserve a work environment that supports your needs.
You’re not alone—and you don’t have to mask or struggle in silence to be “professional.”
Want to Read More About Disability and Neurodiversity at Work?
Check out our DEI 101 post on ableism in the workplace for a deeper look at how ableism shows up at work—and how to start challenging it.