Your First Day: A Guide for Employees with a Disability

Starting a new job should be an exciting milestone. But if you have a disability, long-term health condition, or are neurodivergent, it may also come with some uncertainty. Will you receive the right support? When is the best time to ask for adjustments? How do you know what you’ll need?

This guide is designed to help you feel prepared, informed, and confident from day one – so you can focus on what you do best, not the barriers in your way.

Why Support From Day One Matters

Many employees wait to ask for support until a challenge arises. But early intervention can prevent stress, protect wellbeing, and boost productivity. Securing reasonable adjustments from the start can help you:

• Settle into your new role more easily
• Reduce the risk of burnout or unnecessary stress
• Build a more positive and collaborative relationship with your employer

Being proactive also helps open up positive conversations with your employer and sets the tone for a supportive and inclusive working relationship.

What Support Can You Ask For?

If you have a disability or a long-term health condition, you have a legal right to reasonable adjustments at work. These are changes designed to remove or reduce workplace barriers so you can work safely, confidently, and productively.

Common adjustments include:

• Flexible hours or hybrid/remote work options
• Assistive technology (e.g., screen readers, dictation tools)
• Modified workspaces or quiet areas
• Structured support for workload or communication
• Extra time for certain tasks or meetings

You don’t need to provide a formal diagnosis or disclose detailed medical information. Just explain what would help you succeed.

Reflect on What You Might Need

It’s okay not to have all the answers straight away. Ask yourself:

• What helped you feel focused, confident, or comfortable in the past?
• What types of environments or communication styles have been challenging?
• What tools or routines support your concentration and wellbeing?

Even a few simple reflections can help shape the proper support.

When Should You Ask For Support?

You can request workplace adjustments at any stage – before your first day, during onboarding, or once you’ve settled in. There is no right time, but doing so before or during your onboarding gives your employer time to make arrangements.

Not sure how to start the conversation? Try:

“I have a condition that affects how I work best. There are a few things that make a big difference for me – could we talk about how that might be supported here?” 

This opens the door to a respectful, solution-focused conversation.

Put Your Needs in Writing

Clarity helps. A written list of your needs makes conversations easier. For example:

• “I use a screen reader and will need time to set it up on my first day.”
• “Having a quiet space for calls helps me concentrate.”
• “Receiving agendas in advance helps me prepare and participate.”
• “I find it easier to communicate via email rather than phone.”

Being specific builds understanding, but remember that this isn’t about special treatment. It’s about getting the right tools to thrive.

Don’t Miss Out: Access to Work

Access to Work is a government scheme that funds support for employees with a disability. It can cover:

• Specialist equipment
• Assistive technology and training
• Job coaching or strategy support
• Travel costs if public transport isn’t accessible

Here’s the key: If your employer applies within your first six weeks, they won’t have to contribute to the costs. Everything can be fully funded by the government.

While employers complete the application, you can flag the scheme and encourage them to apply. YorLinc can support you and your employer through the Access to Work grant application. 

Check In After Your First Week

Once you’ve settled in, take a moment to reflect. Are your adjustments helping? Do you feel supported? If something isn’t working, that’s okay – adjustments are meant to evolve. Let your manager or HR team know if something needs changing.

You’re Not Alone

It’s common to hesitate when asking for support – but you’re not alone. Thousands of employees with a disability request and receive workplace adjustments every year.

If you feel unsure or stuck, you can also talk to:

• A trusted colleague or mentor
• Your line manager or HR team
• Occupational health or wellbeing services
• Your union or staff representative

You don’t need to figure everything out by yourself.

Building Inclusive Workplaces is Everyone’s Responsibility

Workplace inclusion doesn’t happen by accident. It takes open conversations, proactive support, and a culture of respect. By advocating for your needs, you’re helping shape a more equitable and productive workplace – for yourself and others. 

If you’re new to your role and unsure where to begin, YorLinc can help. We offer expert workplace needs assessments, assistive technology and training, and strategy coaching through Access to Work and employer-funded services.

We’re here to help your first day – and every day after – feel supported, confident, and inclusive.

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