dyslexiaDyslexia at work in the US
The Americans with Disabilities Act requires your employer to provide reasonable accommodations for dyslexia at no cost to you. The EEOC enforces your rights, and the Job Accommodation Network offers free guidance on what to ask for.
Based in the UK? See UK-specific guides and rights →
Your rights under US law
Dyslexia is a disability covered by the Americans with Disabilities Act (ADA). Employers with 15 or more employees must provide reasonable accommodations unless doing so causes undue hardship — a high bar that most accommodation requests do not reach.
Reasonable accommodations can include text-to-speech software, extended time for written tasks, written instructions instead of verbal ones, a quiet workspace, or modified deadlines. The ADA does not specify a list — what is reasonable depends on your role, your employer's size, and the cost.
The Rehabilitation Act of 1973 extends similar protections to federal employees. Many states have additional laws that go further than the ADA — check your state's disability rights statutes if you work for a smaller employer.
ADA — key point
To request accommodations, you need to inform your employer that you have a condition that affects your work and ask for adjustments. You do not have to use the word "disability" or provide a formal diagnosis upfront — but your employer can request documentation to verify the need.
The interactive process
Under the ADA, once you request an accommodation, your employer must engage in an interactive process — a good-faith dialogue to identify accommodations that work for both sides. If your employer refuses to engage or denies your request without exploring alternatives, that is potential ADA discrimination.
Document every request, every conversation, and every response in writing. If the process breaks down, file a charge with the EEOC. You must do this within 180 days of the discriminatory act (300 days in states with their own agencies) before you can sue in federal court.
Tools for US employees
Turn your specific challenges into a conversation plan and a draft email to your manager or HR. US legal language and ADA framing pre-selected.
Build your request → Masking cost calculatorCalculate how much your workarounds cost in time and money each year — the business case for accommodations.
Calculate in $ → Disclosure decision guideShould you disclose? When? To whom? An interactive guide covering 10+ workplace situations with US context.
Start the guide → Email tone checkerPaste any email draft and get an instant read on how it sounds — flags phrases that can land as curt or unclear.
Check your email →Free US resources
The Job Accommodation Network (JAN) at askjan.org is a free consulting service funded by the US Department of Labor. You can call, chat, or email them to get specific accommodation recommendations for your job. Most employers take JAN recommendations seriously because it removes the "I don't know what to provide" defence.
The EEOC at eeoc.gov handles discrimination charges. Filing a charge is free and does not commit you to a lawsuit — it opens an investigation and often prompts employers to settle.