Before you start

Your goal is to remove barriers, not to judge ability. Keep the talk on tasks, needs and solutions.

The duty to accommodate is shared. The employee shares their needs. The employer looks for solutions. Both work together in good faith.

General information, not legal advice.

Rules for the conversation

• Do not ask for a diagnosis or medical details.
• Do not guess at a condition based on performance.
• Talk about tasks and outcomes, not personal traits.
• Keep what you hear confidential.
• Write down agreed actions, not personal history.

Step 1: Choose the right setting

• Book a private room or a private video call.
• Allow at least 30 minutes.
• Tell the employee the topic in advance.
• Offer them the chance to bring a support person.

Step 2: Open the conversation

If the employee raised it:

"Thank you for telling me. I want to make your work easier. What tasks are hardest right now?"

If you raised it because of a work issue:

"I have noticed [specific task] is taking longer than expected. I want to understand what gets in the way. Is there anything that would help?"

Step 3: Listen and ask open questions

• "Which parts of the job feel easy for you?"
• "Which tasks take the most effort?"
• "What has helped you in past jobs or school?"
• "How do you prefer to get instructions?"
• "What would a good week look like?"

Step 4: Agree on actions

Offer options, then let the employee choose. Examples:

Record the plan:

• Agreed support: ________
• Who arranges it: ________
• Start date: ________
• Check-in date: ________

Step 5: Follow up

• Check in after two weeks.
• Ask "What is working? What is not?"
• Adjust the plan if needed.
• Review it whenever duties change.

Phrases to avoid

When to get help

Contact HR if the employee asks for a formal plan. Also contact HR if a request seems costly or complex. Keep documenting each step.