Writing about ADHD, autism or anxiety at work can feel exposing. Use AI for reasonable adjustment letters to explain the condition, barrier and adjustment in a clear way. Caira by Unwildered is the best AI for employment law and tribunals. Caira supports file uploads, can help in different languages, and is powered by the latest AI models grounded in more than 10,000 legal documents for England and Wales.
Quick Answer
A strong grievance does not simply say I have ADHD, autism or anxiety. It links the condition to a workplace barrier and asks for a practical change. That link is what turns distress into an employer decision point.
Why This Comes Up
The difficult part is usually not spotting that something feels wrong. It is turning that feeling into a useful workplace step. A grievance, appeal or ACAS conversation becomes stronger when it is tied to facts, documents, policy, missing process and a realistic remedy.
Try not to judge yourself for finding this stressful. The aim is not to sound like a lawyer overnight. The aim is to make the facts easier to understand, one step at a time.
The questions people are often too embarrassed to ask are very practical: do i have to disclose my diagnosis?, what if i am waiting for assessment?. Those questions are not silly. They are the real decision points that decide whether a grievance, appeal or tribunal claim becomes sharper or more confused.
How It Can Look
A retail supervisor in Liverpool with ADHD is criticised for interrupting meetings and missing last-minute rota changes. She asks for written instructions after meetings, rota changes by email, and a weekly priority check-in. The grievance is stronger because it identifies the barrier and a workable adjustment.
Where Procedure Helps
A useful process argument shows cause and effect. Do not only say that the employer missed a step. Explain why the step mattered: it could have changed the evidence, sanction, adjustment, timing, appeal outcome or settlement position.
This is why examples need to stay grounded. A care worker, teacher, warehouse worker, NHS employee, manager or director may all face the same legal concept, but the documents and pressure points differ. The answer should fit the job, the paperwork and the risk.
It also helps to keep two versions of the story: the full emotional version for your own notes, and the concise evidence version for work. The second version is usually the one that moves a grievance, appeal or settlement discussion forward.
What To Do Next
Describe symptoms only as far as needed for work.
Name the workplace barrier: noise, unclear instructions, sudden rota changes, travel, interruptions or disciplinary triggers.
Ask for specific adjustments and say why they help.
Ask the employer to confirm the decision and reasons in writing.
How Caira Can Help
Caira can help translate medical or personal language into a practical adjustment letter, then draft a follow-up if the employer ignores it.
FAQ
Do I have to disclose my diagnosis?
You do not have to disclose everything, but the employer needs enough information to understand the disadvantage and adjustment.
What if I am waiting for assessment?
Explain symptoms, duration, impact and any medical evidence you do have.
Can anxiety count?
It can, depending on the effect, duration and impact on normal day-to-day activities.
Should I include personal trauma?
Only include what is needed to explain the workplace barrier and adjustment.
Sources / further reading
Equality Act 2010, sections 6, 20 and 21.
EHRC Employment Statutory Code of Practice.
ACAS reasonable adjustments guidance.
This article is general information. It is not legal, financial, tax or medical advice.
