What HR Gets Wrong About Supporting Dyslexic Employees (And How to Fix It)

Jarone Macklin-Page
Oct 11
3 min read

Two office spaces: left, cluttered with papers and a man thinking; right, neat with a person working at a computer. Both focus on dyslexia support.

Let’s be honest: dyslexia support at work can sometimes feel like a box-ticking exercise. You ask for help, and HR offers a standard list of adjustments that sound fine on paper, but don’t actually change how your day feels.

That doesn’t mean HR doesn’t care. Most of the time, their intentions are good. But the way workplace systems are built, the pressures HR teams face, and the tools they have to work with can mean the real needs of dyslexic employees aren’t fully met.

If we understand their barriers, we can frame our requests in a way that makes them easy to approve and put into action, so we get the right support, faster.

The Hidden Reasons HR Support Sometimes Falls Short

Rules-first approach – HR has to prioritise compliance, risk, and policy. That can mean what’s “technically okay” isn’t what truly helps us thrive.
Tool bureaucracy – New software or tech often needs sign-off from multiple departments, slowing the process down.
Manager gap – HR might agree to an adjustment, but if our line manager isn’t on board, it won’t work in practice.
Lack of training – Many managers have never had dyslexia-specific training, so they don’t know what to look out for.

The good news? Once we know this, we can work with the system instead of getting stuck in it.

Practical Fixes That Work for You and HR

Two people in suits sit at a table with a tablet displaying icons, a notebook, and a glass of water. A small plant sits on the table.

1) Briefs and Priorities That Actually Help You Succeed

What helps:

A verbal rundown, followed by a short written summary.
Weekly priorities are listed in order of importance.
Due dates with clear examples of what a finished piece of work should look like.

How this can play out: Imagine starting a project after hearing the brief face-to-face, then getting a follow-up email with your top three priorities highlighted. You spend less time chasing clarification and more time producing results.

Why HR will say yes: Zero cost, fits into normal workflows, and reduces misunderstandings.

Eight people in a modern conference room conduct a meeting with laptops. A smiling woman wearing a headset takes notes. Screen shows charts.

2) Meetings That Work for Your Brain

What helps:

Agendas and documents are sent at least 24 hours in advance.
A quick “who’s doing what” recap at the end of each meeting.
Permission to record or use live transcription for complex discussions.

How this can play out: With the agenda in your inbox a day early, you’ve had time to digest the key points and prepare your thoughts. In the meeting, you speak up confidently, and your input helps shape the final plan.

Why HR will say yes: No cost, and it improves meeting productivity for everyone.

Hands type on a laptop displaying text suggestions in a cozy room with books, a plant, headphones, a lamp, and a coffee mug nearby.

3) Tools That Do the Heavy Lifting

What helps:

Read-and-write assistive tools like Grammarly for proofreading and clarity.
Templates for recurring tasks and documents.
Time allocated for proofreading high-impact work.

From my own experience: Grammarly has transformed my workflow. Before, proofreading a detailed proposal could take me 40–50 minutes and still leave me second-guessing my grammar and sentence clarity. Now, I finish in under 20 minutes with far greater accuracy, freeing up mental energy for creative and strategic thinking instead of stressing over typos.

Why HR will say yes: Low cost and proven productivity gains for anyone, not just dyslexic employees.

Two men smiling at a laptop with charts on a sunny office desk. Checklist with items like Bultut-pointewy and Simple Noders visible.

4) Reviews That Lead to Real Action

What helps:

Specific, timely feedback.
A short written list of agreed next steps after reviews.
Planning tasks to play to strengths, with support for detail-heavy areas.

How this can play out: You leave a review with a clear, bullet-pointed summary of what’s expected next. No guesswork, no missed steps, and you can check back whenever you need to.

Why HR will say yes: Better clarity for all employees, not just those with dyslexia.

Two people in a modern office lounge discuss graphs on a paper. They sit on gray chairs, surrounded by plants, with sunlight streaming in.

How to Advocate Without Conflict

Want to get further without creating tension? Here’s a simple approach:

Prepare one page – list what helps, how it connects to your role, and the business benefit.
Ask for a short meeting – position it as a way to work more effectively.
Frame it in outcomes – speed, accuracy, quality, fewer errors.
Suggest a trial – 2–4 weeks, then review together.
Write it down – share agreed points so nothing gets lost.

It’s not about asking for “special treatment”, it’s about asking for the setup that lets you do your best work.

For HR and Managers: Why This Works

Low cost and minimal disruption.
Improves clarity, consistency, and productivity across teams.
Encourages strengths-based working, which benefits everyone.

Final Thought

If you’re dyslexic, asking for support is about building the conditions for your success, and when you thrive, your workplace does too. If you’re in HR, saying yes to small, practical changes can unlock huge gains in productivity, creativity, and retention.

Small shifts in how we work together can turn “just coping” into thriving. That’s a win for everyone.

📌 Need support? Our Workplace Support Hub has practical tools you can put into action in under 30 minutes, plus guidance to help HR and managers get it right first time.