Understanding Your Rights: How Neurodivergent Professionals Can Request Workplace Accommodations in Colorado

As a neurodivergent professional or job seeker, you deserve a work environment where you can thrive—not just survive. For many Coloradans, that means asking for accommodations that make work more accessible, manageable, and aligned with how your brain is wired.

The challenge is knowing when to ask, how to ask, and what you’re actually entitled to under the ADA and Colorado law. This guide breaks it down in a way that’s simple, supportive, and empowering.

You can request an accommodation at any time —during the application process, after you’re hired, or years into a job.

A good rule of thumb:
Request support when you notice something at work is becoming a barrier because of your disability.

This could include challenges with:

• meeting a certain schedule

• sensory demands

• communication expectations

• executive functioning

• accessing a workspace

• completing hiring tasks (like online applications or tests)

While you don’t have to ask early, it’s usually better to request an accommodation before performance problems show up. Employers don’t have to reverse past discipline if they didn’t know you needed support.

You do not have to use legal language, cite the ADA, or say “reasonable accommodation.”

You only need to communicate two things:

1. You need a change or adjustment at work

2. That need is related to a medical condition or disability

Simple, plain-language requests count. For example:

• “I’m having trouble meeting my start time because of a medical condition.”

• “I need time off for treatment related to my disability.”

• “My wheelchair doesn’t fit under this desk.”

The key is connecting the request to a disability—otherwise the employer may not recognize it as an accommodation request.

You can make the request verbally, through email, in a meeting, or whatever communication method works for you. Some people choose to put it in writing so there’s a clear record.

Legally, no.
But practically, you must reveal enough information for your employer to understand:

• you have a disability covered under the ADA

• it’s causing a workplace barrier

• the accommodation you’re requesting will help

You can describe your needs without giving a specific diagnosis. For example:
“I have a neurological condition that impacts my executive functioning.”
or
“I have a disability that affects sensory processing.”

If your disability or the need for the accommodation isn’t obvious, the employer may ask for medical documentation. If you refuse to provide it, they can legally deny the request.

Colorado follows the same ADA guidelines here.

You can request any accommodation considered “reasonable.” That includes changes that help you:

• apply for a job

• perform your job

• access workplace benefits

Examples:

• flexible or modified schedules

• job restructuring

• noise-canceling equipment or quiet workspaces

• assistive technology

• changes in communication methods

• training or onboarding modifications

• work-from-home or hybrid arrangements

• time off for medical or mental health appointments

• relocating a workspace

• policy exceptions

• reassignment to a vacant position

What employers aren’t required to do:

• remove essential job duties

• lower performance expectations

• provide personal medical devices (wheelchairs, glasses, hearing aids)

They can choose to offer these things if they want, but it’s not legally required.

Start by asking why the request was denied. The reason matters.

For example:

• If they think they don’t have enough medical info, you can provide more.

• If the accommodation would cause “undue hardship,” you can suggest alternatives.

If the denial doesn’t seem valid or they refuse to tell you why, you have options:

• speak to someone higher up

• contact HR

• speak with a union representative (if applicable)

• file a complaint with the EEOC

• file a complaint with the Colorado Civil Rights Division

You're allowed to advocate for yourself, and you are legally protected from retaliation for doing so.

The ADA doesn’t give a strict timeline, but employers must respond as quickly as possible .
Unnecessary delays count as a denial.

Example of a violation :
You ask for accessible parking and two months pass with no action.

Example of a valid delay :
Adaptive equipment is ordered but takes months to ship. As long as the employer acted promptly, it's not a violation.

During delays, both you and the employer should explore temporary solutions.

You can request additional or different accommodations at any time.
Your needs may change. Your job may change. Your environment may change.

Employers must treat each request individually and can’t deny you simply because you already received one accommodation in the past.

It is illegal for an employer to retaliate against you for:

• requesting an accommodation

• participating in a discrimination complaint

• advocating for your rights

If you experience retaliation, report it to someone higher in the organization or contact the EEOC or Colorado Civil Rights Division right away.

Requesting accommodations shouldn’t feel intimidating, but for many neurodivergent professionals in Colorado, it does.

Remember:
You don’t have to navigate this alone.
You don’t have to disclose more than you’re comfortable with.
And you absolutely have the right to ask for what you need to succeed at work.