Supporting Dyslexia in the Workplace: A Guide for Employers

Dyslexia is commonly associated with difficulties with reading and writing, but the condition affects people in many different ways.

Around 10% of UK citizens – roughly equivalent to 7 million people – are believed to struggle with dyslexia.

Despite this, there are still common misconceptions about what dyslexia is and isn’t; and what employers are legally required to do to support dyslexic employees. 

In this blog, we’ll cover what dyslexia is, how it affects people in the workplace, and what you can (and should!) do as an employer to support your employees with dyslexia.

What is dyslexia?

Dyslexia is a type of learning disorder that affects the brain’s ability to process language. Much like other conditions such as ADHD, autism and dyspraxia, it’s considered an example of neurodiversity.

The most well-known symptom of dyslexia is difficulty processing the written word. However, it can also affect a person’s short-term memory, listening skills and ability to focus on several things at once.

Despite its prevalence, around 80% of children with dyslexia don’t manage to receive a formal diagnosis while at school. Children with dyslexia can also be ridiculed or dismissed as “lazy” instead of receiving the proper support they need to navigate the condition through to adulthood. 

It’s important to note that dyslexia doesn’t affect a person’s intelligence or IQ. Although dyslexia is a lifelong condition that can affect skills like reading and writing, many dyslexics are hugely successful in their respective fields. A few famous examples include Richard Branson, Octavia Spencer and Jamie Oliver.

How Dyslexia Affects Employees in the Workplace

Employees with dyslexia can experience unique challenges and difficulties in the workplace. As an employer, it’s crucial to be aware of what these challenges are and how individuals might be affected.

Common challenges of dyslexia in the workplace can include:

• Difficulty communicating quickly or clearly in writing, such as through emails or instant messages
• Difficulty scanning or skimming documents
• Finding it hard to focus, concentrate or listen while in meetings or working on projects
• Feeling overwhelmed when given multiple instructions at once
• Finding it hard to remember, organise and prioritise work assignments
• Forgetting important information such as appointments, deadlines or dates
• Experiencing low levels of energy, confidence or engagement while at work

According to the International Dyslexia Association, dyslexia can also have negative effects on mental health and wellbeing.  

Symptoms like anxiety, depression, and poor self-image can be common, especially if dyslexia sufferers have experienced social prejudice or a lack of support from a young age. 

On the flipside though, people with dyslexia are also more likely to possess certain cognitive skills and abilities. At work, dyslexics can excel in key areas such as: 

• Creative thinking
• Empathy
• Visual-spatial skills
• Long-term cognitive memory
• Narrative reasoning
• “Big picture” thinking

In fact, “dyslexic thinking” has even been added as a special skill on LinkedIn, highlighting the unique abilities that employees with dyslexia can bring to the table over their peers.

Dyslexia and Your Legal Responsibilities as an Employer 

In the UK, dyslexia is officially classified as a disability. 

This means that as an employer, you’re legally obliged under the Equality Act 2010 to provide accommodations for employees with dyslexia as you would for any other employees with disabilities.

Understanding the Equality Act 2010

The Equality Act 2010 (or the Disability Discrimination Act 1995 if you’re in Northern Ireland) protects individuals against discrimination, harassment and unfair treatment. 

It also requires employers to provide reasonable adjustments to accommodate employees or job candidates with disabilities.

As an employer, you’ll need to comply with the guidelines set out in legislation, including the following:

• Ensuring you treat candidates with dyslexia just as favourably as other candidates when recruiting for a job
• Taking reasonable steps to avoid disadvantaging an employee or candidate with dyslexia over others
• Providing reasonable accommodations to assist employees with dyslexia at work
• Preventing discrimination or harassment against employees with dyslexia
• Allowing employees the right to privacy regarding their condition if they wish

It’s important to note that the Equality Act doesn’t just encompass areas like recruitment and simple work duties. It also covers things like:

• Salary
• Promotion opportunities
• Training 
• Dismissal and redundancy
• Grievance procedures
• Access to work-related benefits
• Access to work facilities and equipment

In other words, it’s your responsibility to ensure that every part of your business operations complies with the Equality Act – and that there’s no risk of directly or indirectly discriminating against someone with a protected characteristic like dyslexia.

Preventing Discrimination and Harassment in the Workplace

Discrimination can come in many forms, and the Equality Act has a fairly broad definition of what can constitute discriminatory behaviour. 

Generally, discrimination is something that treats an employee with a disability “less favourably” than other employees without a disability.

This can include:

• Excluding an employee with dyslexia from opportunities or benefits
• Causing an employee emotional distress
• Treating an employee worse because of a condition arising from their dyslexia
• Policies at work that negatively or unfairly affect employees with dyslexia

Harassment is also unlawful under the Equality Act and can constitute a variety of different behaviours. Harassment is any behaviour that:

• Violates the dignity of an employee with dyslexia, or
• Creates a hostile, humiliating or offensive environment for an employee with dyslexia

As an employer, you have a legal responsibility to take all reasonable steps to prevent discrimination and harassment in your workplace. Reasonable steps can include things like transparent anti-discrimination policies and thorough staff training and awareness campaigns.

Here are three examples of discrimination and harassment that might occur against employees with dyslexia in the workplace:

Example 1: Dan has dyslexia and often requests additional time to complete work due to his condition. However, when Dan later applies for a promotion, one of his colleagues is given the role instead as management remark that Dan’s timekeeping and organisational skills are “poor”. This is an example of discrimination arising from disability.

Example 2: Anita has dyslexia. Her company has issued a new Health and Safety guidebook but has only provided physical copies with very small print. Anita requests that the company provide a digital version to allow her to more easily read the text on her computer screen. However, the company denies this request. This is an example of indirect discrimination and a failure to provide reasonable adjustments.

Example 3: Raman has difficulty filling in paper forms due to his dyslexia. One of his colleagues, Leo, has taken a form and filled it in using deliberately poorly spelled and messy writing in an attempt to mimic Raman’s handwriting. The form is shared with colleagues, and Raman is left feeling humiliated and ashamed, despite Leo insisting that it was “just for a laugh”. This is an example of harassment.

Making Reasonable Adjustments

As an employer, you have a legal obligation to provide reasonable adjustments for employees with dyslexia. 

Reasonable adjustments should be provided if one of the following occurs:

• An employee with dyslexia asks for adjustments to be made
• You already know (or could be reasonably expected to know) that someone has dyslexia
• An employee with dyslexia is experiencing difficulties in their job as a result of their condition

A tricky aspect of this part of law is knowing what “reasonable” means, as the definition of this will vary on a case-by-case basis depending on the employee’s condition and the employer. Generally speaking though, “reasonable adjustments” are:

• Equipment, policies or accommodations that’d help reduce or remove difficulties for the employee in question
• Practical for the employer to make
• Affordable for the employer
• Accommodations that won’t harm the safety of others

As an employer, remember that dyslexia affects everyone differently – it’s important not to make assumptions about how an employee might be affected by the condition.

Because of this, it’s recommended that you carry out a Workplace Needs Assessment to accurately determine exactly what support an employee might need. This assessment helps to identify specific challenges the employee has and recommends practical strategies and adjustments you can make to help accommodate them.

If one of your employees requires support beyond what you’re able to reasonably provide, they might be able to apply for funding through the Access to Work scheme. 

This is a government-funded scheme that provides grants to help pay for things like specialist equipment, assistive software and support workers – i.e. things that may be too costly for your business to afford.

Examples of Reasonable Adjustments

The types of reasonable adjustments you might have to make for employees with dyslexia can vary hugely.

Below are just a few examples of reasonable adjustments that can help support employees with dyslexia at work:

• Giving instructions both verbally and in writing; when giving instructions verbally, say them slowly and one at a time
• Using tools such as highlighters, coloured paper or stickers to organise information
• Providing alternative formats for information, such as audio, video, graphs or diagrams
• Providing text-to-speech software, assistive software or devices such as a Reading Pen
• Avoiding setting tasks that require heavy all-day computer use
• Providing a quiet, private workspace away from distractions
• Implementing flexible working policies
• Allowing extra time for tasks to be completed
• Encouraging the use of a physical “Do Not Disturb” sign when completing tasks that require intense concentration

Employee Disclosure and Conversations About Dyslexia

No one in the UK is legally obligated to tell their employer that they have a disability like dyslexia. However, you should do everything you reasonably can to create a positive, inclusive environment where conversations around disability can take place.

Importantly, you should generally avoid asking someone directly if they are disabled or if they have dyslexia. Instead, focus on the support you can give your employees and what adjustments can be made to help them.

Below are some examples where conversations about dyslexia might happen and what your rights and obligations are as an employer:

1. An employee tells you they have dyslexia: You have a legal obligation to make reasonable adjustments for the employee and protect them from discrimination.
2. You notice an employee struggling with their work: For example, they might be having difficulty with written communication, reading text, and remembering complex instructions. You should talk to the employee about what you’ve noticed and whether they could benefit from any reasonable adjustments or accommodation. 
3. You’re hiring for a new role: During the recruitment process, you can ask applicants if they require any reasonable adjustments to be made to the hiring process. You can also ask candidates about their health or disability for monitoring purposes or to ask if a disability like dyslexia might affect their ability to carry out a core job role.
4. You want to improve representation or employment opportunities for people with disabilities: You can encourage people with dyslexia to apply for job vacancies. You can also ask if a candidate has a disability like dyslexia as part of a positive action scheme to improve disabled representation in your workforce.

Even though not everyone will be comfortable talking about their disability at work, you should always be sensitive to the needs of your employees and be responsive to any assistance or accommodations they might need.

How can you create a safe and inclusive environment for employees with dyslexia?

We’ve already covered what your legal obligations are under the Equality Act 2010 – now let’s talk about what you can do to create a safe and inclusive workplace for employees with dyslexia.

No-one should ever feel marginalised or singled-out at work because of their disability. As an employer, there are steps you can take to make sure this never happens, including things like:

• Using respectful, inclusive language: Never use the terms “dyslexic” or “disabled” as a joke or insult. Use respectful, person first language like “person with dyslexia” rather than “dyslexic person”.
• Taking instances of discrimination seriously: If an employee reports discriminatory behaviour or harassment, take swift and proactive steps to investigate it. Identify the issue, work closely with the employee, and keep the process as transparent as possible.
• Establishing training and awareness programmes: These programmes can help tackle unconscious biases and promote a more inclusive environment where employees can feel heard and supported.
• Listening to your employees: Everyone’s experiences of dyslexia will be different, and no two employees will require exactly the same type of support. Speak to each employee individually to determine their specific needs and tailor your support as appropriate.

Ultimately, remember that the onus is on you – not your employees – to know what the law is and to cultivate a safe, inclusive environment at work.

Supporting Employees with Dyslexia

Supporting employees with dyslexia isn’t just about meeting your legal obligations. It’s about recognising that dyslexia affects everyone differently and creating a workplace where people can ask for the support, they need to do their best work.

By listening to employees, making appropriate reasonable adjustments and building greater awareness of dyslexia across your organisation, you can help remove unnecessary barriers and create a more inclusive working environment.

Ultimately, small changes can make a significant difference – both to employees with dyslexia and to your workplace as a whole.

Improve your people practice today with a 100% online CIPD qualification from DPG.