Silk Helix Ltd

Silk Helix Ltd HR for Non-HR Managers Digital Course Out Now! HR support for business owners, Management Training digital and in person - DM for more information

"Just ask them what adjustments they need."It sounds like the obvious answer. It's usually the wrong place to start.When...
04/06/2026

"Just ask them what adjustments they need."

It sounds like the obvious answer. It's usually the wrong place to start.

When someone discloses ADHD, autism or dyslexia and asks for support, the instinct is to hand the question straight back. What would help? What do you want us to put in place?

Here's the problem.

Someone who has just been diagnosed or who is quietly struggling, often can't answer that. They can feel the friction. They can't always name what's causing it. And they may have no idea what's even possible.

So the question lands as pressure, not support. You both end up stuck.

The better starting point isn't a solution. It's understanding.

Try this instead: "Help me understand how this affects your work, day to day."

No judgement. No asking them to solve it for you. Just curiosity.

Once you can see where the friction actually sits, you look at the environment, because that is the biggest lever you have. Most adjustments aren't about the diagnosis. They're about the desk, the lighting, the noise, the way the day is structured.

Small changes. Large effects.

Start with the environment, not the individual.

What do you reach for first when someone discloses? I'd be interested to know.

Watch the video here- youtube.com/watch?v=gw_d1GYs3cs

An employee has disclosed ADHD, autism or dyslexia and asked for re...

A manager asks you if a particular adjustment is reasonable.How do you actually answer that?Most HR people I train say t...
14/05/2026

A manager asks you if a particular adjustment is reasonable.

How do you actually answer that?

Most HR people I train say the same thing. They Google it, they find a blog with a list, and they try to work out which bits to implement.

That's the biggest mistake I see.

Reasonable adjustments aren't generic packages. A list off the internet won't tell you whether something works for the actual person in front of you, in this role, in this workplace.

Here are the five tests I use:

1. Is it effective? Does it actually lower the barrier, or just look like it's doing something?

2. Is it practical? Will it work in this environment, with this team, in this role? Noise-cancelling headphones make sense in an office. On a construction site, they're dangerous.

3. Is it affordable? Not just the sticker price. CIPD puts the average cost of replacing an employee at around £30,000. A £1,000 adjustment doesn't look so expensive next to that.

4. Is it safe? The adjustment has to fit the job, not just the person.

5. Can they still do the job? A reasonable adjustment isn't "take all the bits you find hard and give them to your colleagues". That's redistribution and it's patronising.

What you'll notice is that every single one of those tests is about the individual AND the environment together. Not the individual on their own. Not a generic list.

That's why "reasonable" can only ever be answered in context.

I've walked through all five with examples in this week's video.

Which of the five is the one your managers get wrong most often?

A manager has asked you whether a particular adjustment is reasonable and you genuinely don't know how to answer them. Here are the five tests that will tell...

Most HR professionals know they have a duty to make reasonable adjustments for neurodivergent employees.Fewer have thoug...
30/04/2026

Most HR professionals know they have a duty to make reasonable adjustments for neurodivergent employees.

Fewer have thought about what happens when the employee refuses to use them.

Here's a scenario I'm seeing more often at the moment: a dyslexic employee has AI tools in place - specifically assessed to support their written output. They don't use them. They submit work with errors. And they expect their dyslexia to account for the quality, even though a solution was put in place.

No Employment Tribunal has ruled on this yet. There's no case law on AI refusal specifically. But the principles that would govern it already exist and employers who understand them now won't be scrambling when the first case lands.

In my experience, the key question isn't "can we act on this?"

It's "why aren't they using it?"

The answer to that determines everything - whether this is a conduct matter, a capability matter or a sign that the original assessment needs revisiting.

I've been through technology transitions before (just like everyone else my age). I was accused of cheating at 16 for using a word processor in school. By university, typed essays were mandatory.
AI isn't there yet but it's heading there and the organisations thinking about this now are the ones who'll handle it well.

I've made a video exploring this in full, the legal framework, the conduct vs capability distinction and what to actually do if you're managing this right now.

Watch it here: youtube.com/watch?v=8n1yyx684jo

Can an Employee Refuse AI as a Reasonable Adjustment?

Here's a question I get asked a lot: "Can we really count AI as a reasonable adjustment?"And honestly? If you're an empl...
16/04/2026

Here's a question I get asked a lot: "Can we really count AI as a reasonable adjustment?"

And honestly? If you're an employer who's NOT considering AI tools for your neurodivergent employees, you're missing one of the most powerful, flexible and cost-effective adjustments available to you.

I use AI every single day as cognitive scaffolding. Not because I can't do my job, but because AI removes the friction that has nothing to do with my actual expertise.

I use it to manage email tone so I'm not spending hours agonising over whether I've been too direct. I use it to break down complex projects when my ADHD brain can't figure out where to start. I use it to hold ideas and tasks when I have too many mental tabs open.

And here's what changed: I finally have a co-worker who works at my speed. My brain generates ideas and connections faster than I could ever execute them on my own. Now, I can. It's made me feel lighter, less stressed, happier and significantly less frustrated.

That's not dependency. That's accommodation.

AI meets every test for a reasonable adjustment under the Equality Act 2010: it's low cost, flexible, non-disruptive and scalable. It provides cognitive scaffolding without replacing thinking or expertise.

If someone with dyslexia uses text-to-speech, we call it assistive technology. If someone neurodivergent uses AI to structure their thinking or manage communication? It's exactly the same thing.

I've just released the first video in my new AI as Scaffolding series, where I break down why AI should be considered a reasonable adjustment and how employers can support this.

If you're an HR professional or manager working with neurodivergent employees, this one's for you.

Is AI the future of workplace accessibility? In this video, Jenefer, a qualified Workplace Needs Assessor and founder of Silk Helix, explores why Artificial ...

You've tried everything.You've coached them. You've given clearer instructions. You've set up project management systems...
01/04/2026

You've tried everything.

You've coached them. You've given clearer instructions. You've set up project management systems. You've had multiple conversations.

They're clearly capable - on their good days, their work is brilliant.

But they're still missing deadlines. Still struggling in meetings. Still not quite getting there.

And you're starting to wonder: Is this a performance issue? Or am I missing something?

Here's what I've learned after delivering hundreds of Workplace Needs Assessments:

You're probably missing something.

Not because you're a bad manager. But because neurodivergent employees often present with patterns that look like performance issues but are actually unmet needs.

The difference?

Performance issues get better with coaching.

Unmet needs get better with adjustments.

I've just recorded a video walking through the 7 signs that suggest your employee would benefit from a Workplace Needs Assessment.

Some are obvious (like an ADHD disclosure you're unsure how to respond to).

Others are subtle (like high capability in some areas paired with consistent struggles in others).

All of them are patterns I see repeatedly and many HR professionals tell me they wish they'd spotted them sooner.

If you're currently managing someone who fits this description, this video might save you months of frustration.

Watch the the video here: youtube.com/watch?v=TqdAecMMl4I

What pattern have you noticed in employees who needed adjustments but initially presented as performance issues?

I'd love to hear your experiences in the comments.

Is your employee struggling at work? These 7 signs indicate they may benefit from a Workplace Needs Assessment (WNA). Learn when to act and how to help.In th...

Address

Elizabeth House, 28 Baddow Road
Chelmsford
CM20DG

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+441245910500

Website

Alerts

Be the first to know and let us send you an email when Silk Helix Ltd posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Silk Helix Ltd:

Shortcuts

Share

Category