What Are Reasonable Accommodations?IN BRIEF
Reasonable accommodations are adjustments or modifications designed to enable autistic individuals to work in an environment with minimal barriers. These adjustments are often simple to implement. They take into account the unique needs of each autistic person and aim to improve their efficiency and comfort at work.

Being a Neuroinclusive Employer by Offering Reasonable Accommodations to Autistic Employees
The professional world is constantly evolving. Considering the specific needs of each employee is essential to creating an inclusive and productive workplace. Autistic individuals, with their unique talents and specific needs, are an integral part of this transformation. Supporting autistic employees by providing an environment adapted to their needs is not only possible but often quite simple.
Can Autistic People Work?
Autism is a spectrum, meaning each autistic individual has their own strengths and challenges. Most autistic people have intelligence levels comparable to non-autistic individuals. Others may experience certain limitations (intellectual, sensory, communication-related, etc.) and will have jobs that align with their abilities. There are also autistic individuals with extraordinary strengths. In all these cases, the key takeaway is that to reach their full potential, perform effectively in their roles, and hold jobs that match what they can and want to achieve, it is crucial to consider their specific characteristics. Just as every person is unique, so is every autistic employee. Addressing their specific needs can improve not only their well-being but also their performance and contribution to the team. Excluding neurodiverse individuals from the workforce would be a tremendous waste.
Reasonable Accommodations Based on Needs
It is important to remember that no individual requires all accommodations, and it is impossible to list every possible adjustment. However, with a basic understanding of autism, awareness of the hired employee’s particularities, and a bit of creativity, it is possible to make a significant difference.
Adapted Workspaces
The physical arrangement of the workplace plays a crucial role. For an autistic employee, working in a quiet environment with minimal visual or auditory distractions can make a significant difference.
Examples of Workspace Adjustments:
- Desks located in quiet areas
- Cubicles or individual spaces for focus
- Panels or partitions to reduce excessive visual or auditory stimuli
- Clean and organized workspace
- Light control
- Temperature control
- Modular workspaces
- Blackout panels
- Clear and organized signage
- Rest areas
Sensory Support Tools
Sensory support is also essential. Some autistic individuals are particularly sensitive to sensory stimuli, necessitating tools or specific equipment. Most autistic people already have their own tools, but they need to feel comfortable and safe using them in the workplace. It is important that these tools neither hinder their relationships with colleagues and employers nor discourage them from using what helps them.
Examples of Sensory Support Tools:
- Noise-canceling headphones
- Earplugs
- Blue light filters for screens
- Stress balls or fidget toys
- Sensory cubes
- Visual objects (e.g., bubble generators)
- Scented cloth with essential oils
- Chewable items
- Weighted cushions
- Sensory rings
- Plush toys
- Sand timers
- Adapted or modified clothing
- TimeTimer devices

Flexible Work Hours and Methods
Flexibility can have a major positive impact on an autistic employee.
Examples of Flexible Work Hours and Methods:
- Flexible schedules to avoid rush hours
- Remote work when possible
- Regular breaks to recharge and maintain focus
- Reduced hours or half-day schedules
Adapted Communication
Communication is often an area that requires particular attention. Methods of communication should be adapted to be as clear and literal as possible, avoiding implied meanings or figurative language that might cause confusion. Interestingly, these communication methods can also improve interactions with non-autistic employees.
Implementation and Follow-Up
Implementing reasonable accommodations does not end with their initial setup. Regular follow-ups are essential to ensure they remain effective and to make adjustments as needed.
In Conclusion
Reasonable accommodations for autistic employees are not optional; they are essential for creating a truly inclusive workplace. These adjustments typically require minimal effort yet have a significant positive impact. By meeting the specific needs of autistic employees, companies can enrich their workplace culture, encourage diverse talents, and become better corporate citizens.
References (In french)
- autism-friendly.fr – Les aménagements raisonnables au travail
- lemilieudetravailinclusif.ca – Adaptation du milieu de travail
- linkedin.com – AMÉNAGEMENTS DU POSTE DE TRAVAIL POUR LES PERSONNES AUTISTES
- lesilencedesjustes.fr – L’autisme et l’emploi : Surmonter les défis et célébrer
- leblogdepetiteloutre.com – Autisme et emploi : 12 fiches pratiques pour communiquer
- hr.un.org – Diversité, Équité et Inclusion | Portail RH