What documentation is typically required to request autism accommodations? 

Requesting workplace accommodations for autism can feel daunting, but UK law and clinical guidance make the process more accessible than many realise. According to the NHS, employees do not need to share full medical records to receive adjustments. In most cases, a letter from a GP, specialist, or occupational health professional is sufficient evidence to support workplace accommodations. 

Understanding what’s required 

Under the Equality Act 2010, autistic employees are legally entitled to reasonable adjustments that help remove or reduce workplace barriers. This can include flexible working hours, sensory-friendly spaces, structured feedback, or clear written communication. 
The NICE guideline CG142 advises that these adjustments should be based on functional need rather than diagnosis alone meaning documentation can include a diagnostic report, healthcare summary, or recommendation from an occupational health assessment. 

The National Autistic Society (NAS) confirms that formal diagnosis is not always essential. Employees can make requests supported by self-disclosure and examples of how autism affects their daily work. NAS guidance encourages open, collaborative discussions between employees and managers, focusing on solutions rather than paperwork. 

Supporting evidence and flexibility 

The Department for Work and Pensions (DWP) explains that employees can submit a medical note, occupational health report, or personal statement of need when requesting adjustments. Those applying for government-funded support, such as through the Access to Work scheme, may be asked for medical confirmation from a GP or specialist, but the process remains straightforward and confidential. 

Autistica highlights that functional descriptions such as sensory sensitivities or communication preferences often provide stronger evidence than diagnostic labels alone. Their research shows that focusing on individual experience helps employers respond more effectively to real-world needs. 

Internationally, the WHO ICD-11 recognises autism as a neurodevelopmental condition diagnosed through behavioural and functional evidence. This approach supports the UK’s flexible stance: documentation should reflect how autism affects daily functioning, not just a medical category. 

What the research says 

A 2024 study by Hartman et al. in Frontiers in Psychology found that workplaces fostering confidentiality and trust during autism disclosure saw higher engagement and retention. Lousky et al. (2024) reported that structured, inclusive communication and adaptive training improved long-term job satisfaction among autistic employees. 

Similarly, Bons et al. (2024) in the Journal of Autism and Developmental Disorders found that simplified evidence processes improved inclusion and retention outcomes across organisations. 

Takeaway 

In most cases, requesting autism accommodations requires only simple, functional documentation not lengthy medical reports. A GP letter, occupational health summary, or self-disclosure supported by practical examples is usually enough. As NHS, NICE, and NAS emphasise, the focus should always be on what helps the individual succeed, not on proving their diagnosis. 

If you or someone you support would benefit from early identification or structured autism guidance, visit Autism Detect, a UK-based platform offering professional assessment tools and evidence-informed support for autistic individuals and families.