Question
I am struggling to stay in work and performance concerns have started. How can I separate support needs from the formal process?
A performance process can move quickly while disability-related barriers, unclear expectations or missing adjustments remain unresolved.
Current understanding
In Great Britain, inspect the employer's stated performance concerns, expected standard, evidence, support already tried and whether disability-related barriers or reasonable adjustments need discussion. Acas guidance can explain process principles but does not decide whether a particular warning or dismissal is lawful. Northern Ireland uses different employment-law advice routes.
Related things to inspect
Related questions
- Do I have to disclose neurodivergence or disability at work to ask for support?
- I need more processing time in conversations or meetings. What can I ask for or use?
- My employer has mentioned occupational health. What questions can I prepare without assuming occupational health decides my job or diagnosis?
- What can I inspect if I need adjustments for a job application or interview in Great Britain?
- What should I look at if I need reasonable adjustments at work in Great Britain?
What evidence is still needed
- A reviewed Northern Ireland equivalent for performance-process and disability-adjustment guidance.
- Evidence on workplace retention interventions for neurodivergent employees.
Where people may disagree
- Not every performance problem is caused by missing adjustments, and an adjustment is not a guarantee that every role requirement can be changed.
When this answer should be revisited
- Acas guidance or employment law materially changes.
- A stronger Northern Ireland route is governed.
Question provenance and review state
Work expansion using current Acas performance and adjustment guidance while keeping Great Britain and Northern Ireland legal routes distinct.