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Dyspraxia Workplace Adjustments

The following guidance has been sourced from UK based organisations specifc to workplace adjustments regarding Dyspraxia. 

Recruiting people with dyspraxia: 

  • Offer alternative solutions to written application forms.
  • Allow additional time for interviews and tests.
  • Individuals may have a habit of speaking before they think things through, or being very literal and factual, with little consideration for social etiquette – this is the condition rather than rudeness.
  • Individuals may appear as though they are not listening.

Supporting staff who have dyspraxia: 

  • Explore what coping strategies are already used by the employee.
  • Job coaching could be considered when an individual starts a new job or experiences a job change.
  • Avoid giving complex multiple instructions and check they are understood.
  • Regular breaks to allow the concentration of effort to be targeted correctly.
  • Consider an Access to Work assessment for advice on appropriate equipment and adjustments.
  • A mentor or buddy may be helpful.

General tips: 

  • Make sure instructions are concise and wherever possible provide timetables, mnemonics and mind maps as these help people with dyspraxia to prioritise their work and meet deadlines.  They should be encouraged to write instructions down clearly and to keep them for easy reference.
  • Employees who have dyspraxia respond well to routines.  They benefit from provision of a structured timetable and the opportunity for training in time-management.
  • People with dyspraxia should be encouraged to break down their work into manageable chunks and to use different coloured folders for different tasks to help with organisation.  
  • Allowing regular breaks can improve productivity.
  • Word processors which have grammar and spell checks can be of great use, as can speech recognition and proof reading programs.  Templates can be used for detailed work such as reports and provide a framework for writing.
  • The personís position at the word processor/computer should also be taken into account.  Ergonomics keyboards can be of great benefit to all employees as can changing or slowing down the mouse.  Keyboard short cuts can also be used as an alternative to the mouse.
  • If employees with dyspraxia use machines such as fax machines and photocopiers, keep a list of the operating procedures nearby. This is helpful for all employees.
  • It may be possible to arrange for employees with dyspraxia to come in early or to stay late, to reduce distraction.  Perhaps they can have a partition around their desk, own room or allow them to wear earphones to reduce distractions.
  • Encourage your workers who have dyspraxia to approach tasks in a calm and positive manner.




Human Resources

University of St Andrews
The Old Burgh School

Abbey Walk
St Andrews
KY16 9LB
Scotland, United Kingdom

Tel: +44(0)1334 463096