6 Key Steps For Providing Accommodations for Learning Disabilities at Work

July 2 2025 - Learning disabilities are quite common, with an estimated 65.6 million in the United States diagnosed with learning and attention issues. Unfortunately, learning disabilities are often not apparent to employers, which can make it hard for people to get accommodation for learning disabilities at work they deserve.

It is important that employers make sure attention and learning disabilities are given the same priority as other disabilities, and this includes providing reasonable accommodation. But where do you start? Here are some of the ways you can address learning and attention disabilities at work to ensure success for your employees.

1. Start With Legal and Policy Compliance

If you're a new manager, HR specialist, or employer, you might not know that there are several laws (both federal and state) surrounding disability accommodations. Some of these include:

• ADA: The Americans with Disabilities Act ensures that everyone has equal opportunities, regardless of their disability. It also requires employers to provide reasonable accommodations for employees with disabilities.
• ADAAA: The Americans with Disabilities Act Amendments Act of 2008 expanded the meaning of "disability" and also eliminated the need for extensive analysis, making it easy for you to provide accommodations as needed.
• FMLA: The Family and Medical Leave Act allows eligible employees to take up to 12 weeks of unpaid leave annually for family, personal, or medical reasons. If for any reason an employee cannot work due to a serious health condition or their learning disability, you will need to accommodate their leave under FMLA.

These are just some of the many federal acts that, in addition to state laws, you'll need to follow so your employees with learning disabilities feel safe and supported. It's also a good idea to learn the extent of information sharing with your employees. For instance, while you might not legally be allowed to view their medical records due to the Health Insurance Portability and Accountability Act of 1996, or HIPAA, you can still discuss with them what accommodations they will need due to their disability.

2. Explore Reasonable Accommodations Together

Once you understand the laws you need to follow, you can start speaking with your employee about their preferred accommodations. This is the best time to use your problem-solving skills to make solutions for their learning disability accommodations. Consider work accommodations like:

• Flexible Work Arrangements: Offer adjusted deadlines, written instructions, quiet workspaces, or flexible scheduling if possible.
• Assistive Technology: Offer tools like screen readers, dictation software, speech-to-text tools, or note-taking apps to help your employees stay organized.
• Training and Support: Consider using audio, visual, or written training, extended time for tests or certifications, or one-on-one instruction.
• Written Communication: Plain language, clear formatting, and verbal clarification can help people with learning disabilities solidify their understanding. Consider options like email, chat, or written instructions.

3. Awareness and Sensitivity Training

It's up to employers and upper management to create an inclusive culture at work. This can be accomplished through training programs that educate employees on disabilities, including invisible ones like learning disabilities. These training programs can also be an opportune time to work on constructive activities like good communication and empathy-building.

Consider including supervisors and upper management in these trainings. It's everyone's responsibility to recognize and respect all disabilities, including non-obvious disabilities like learning and attention deficit disorders. Other topics for training can include:

• Maintaining confidentiality in the workplace
• Breaking down biases
• Equal opportunity at work
• Reasonable accommodations requests
• Mental health awareness and support

4. Inclusive Hiring Practices

Equal Employment Opportunity (EEO) is a fundamental right for people of all walks of life, including those with disabilities. EEO laws protect people from discrimination in hiring and promotions. You can start promoting inclusivity by helping provide future employees with accommodations for learning disabilities before they come in for an interview.

For instance, you can create job descriptions that only focus on essential functions that won't be impeded by their learning disability. Interview processes can also be modified for people with learning and attention issues, like giving extra time for interviews, allowing for remote interviews, or not timing tests. These accommodations can ensure you get the best and brightest candidates, regardless of their disabilities.

5. Workplace Culture

As a leader, it is important to model inclusive behaviors and attitudes. You can do this by:

• Encouraging open communication among employees to share their experiences without fear of retaliation or judgements
• Promoting empathy and understanding so your employees understand their peers and their learning challenges better
• Offering resources and support like mental health services, disability requests and accommodations, or having an open-door policy

6. Monitoring and Follow-up

Initial accommodations for learning disabilities at work are just the beginning of creating an inclusive workplace. Leaders should regularly monitor and follow-up on these accommodations and make sure they're still good options for their employees.

For instance, your employee might have worsening learning deficits, and be going through a rough patch with their ADHD. Or, it might be a busy time of year when they are more overwhelmed than usual. In these cases, accommodations that worked well before might not be so beneficial. The more you understand and communicate with employees about their needs, the more you'll be able to provide them with solutions at any stage of their careers.