ADHD, Dyslexia, Autism
Adjustments at Work
For serving police officers and police staff who are neurodivergent, or think they might be. What the Equality Act requires of your force, practical adjustments by task, Access to Work, promotion and NIE exam adjustments, what disclosure means for vetting and occupational health, and the facts on medication, driving and firearms.
Independent information, not advice · Sources checked 14 October 2026 · England and Wales unless stated
If your ADHD, dyslexia, autism or similar condition has a substantial, long-term effect on everyday activities, the Equality Act requires your force to make reasonable adjustments. Officers are covered through section 42. Common adjustments include assistive software, written instructions, predictable shifts and quieter workspaces. Access to Work can help with extras. Exam adjustments go through the College. Medical details stay with occupational health, not vetting.
This page is for people already in policing. If you are applying to join, read joining the police with ADHD, autism, dyslexia, anxiety or depression instead: it covers the medical standards and the recruitment assessment adjustments. Everything below was checked on 14 October 2026 against the legislation and official guidance listed in the sources. It is general information, not legal or medical advice, and your force's own policy will add detail.
In July 2025 the IOPC recommended that South Wales Police review how it provides timely reasonable adjustments for disabled employees. In the case behind it, an officer with dyslexia, who had no software to help with police systems and daily tasks, looked at old entries on a force system without a policing purpose to see how earlier reports had been written. The force accepted the recommendation and pointed to a Workforce Accessibility Team, a Neurodiversity Toolkit and a Reasonable Adjustments Panel set up since 2024. Unmet needs can turn into conduct questions. Asking early protects you.
Is ADHD, dyslexia or autism a disability in law?
The Equality Act 2010 does not list conditions by name, apart from a few (cancer, HIV and multiple sclerosis) that count from diagnosis. For everything else, section 6 asks whether you have a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. Many neurodivergent officers and staff meet that test, but it is decided on the effects in your case, not the label.
| Element | What it means here | Where it is |
|---|---|---|
| Physical or mental impairment | ADHD, autism, dyslexia, dyspraxia and similar conditions are generally accepted as impairments. The Act does not list them by name. | s.6(1)(a) |
| Substantial adverse effect | More than minor or trivial. Think of the effect on reading, writing, concentration, organisation, communication or sensory tolerance in ordinary life, not only at work. | s.6(1)(b), s.212 |
| Long-term | Has lasted 12 months, is likely to last 12 months, or is likely to last for the rest of your life. Lifelong conditions usually meet this easily. | Sch 1 para 2 |
| Normal day-to-day activities | Everyday things such as reading, keeping track of tasks or social interaction. Specialist police tasks are not the test, though they matter for adjustments. | s.6(1)(b) |
| Treatment ignored | Judged as if you were not taking medication or using aids or coping strategies provided as treatment. | Sch 1 para 5 |
The treatment rule is the one most people miss. Schedule 1, paragraph 5 says an impairment is treated as having a substantial adverse effect if measures are being taken to treat or correct it and, but for that, it would be likely to have that effect. Measures include medical treatment. So an officer whose ADHD is well controlled on medication is assessed as if they were not taking it. Coping strategies you have built up yourself are treated differently and can count against you in borderline cases, which is one reason to describe your difficulties honestly rather than how well you have learned to hide them.
The word "disabled" puts some people off. You do not have to use it about yourself. It is simply the legal key that switches on the duty to make adjustments and the protection from discrimination.
Officers and police staff: are you both covered?
Yes. Police staff are employees of the chief officer (or of the local policing body in some arrangements) and are covered in the normal way. Police officers hold an office, not a contract of employment, so the Act deals with them directly: section 42(1) says that "holding the office of constable is to be treated as employment" by the chief officer, for acts done by the chief officer, and by the responsible authority, for its own acts.
Covered by the Act's work provisions through section 42. Representation from the Police Federation (constables to chief inspectors) or the Superintendents' Association. Performance and conduct handled under the 2020 Performance and Conduct Regulations.
Employees, covered in the normal way. Representation from UNISON or another recognised union. Performance and conduct handled under force staff procedures, which usually follow Acas practice.
Section 42 does not apply to the Civil Nuclear Constabulary (which has its own rule) or to constables at the National Crime Agency. Police Scotland is covered by the same Act; see Scotland and Northern Ireland.
What the duty to make reasonable adjustments requires
Section 20 sets out three requirements. Each applies where you would be at a substantial disadvantage compared with people who are not disabled:
- A provision, criterion or practice. A rule or way of working, such as hot-desking, verbal-only briefings, timed written tests or rotating shift patterns. The force must take reasonable steps to avoid the disadvantage.
- A physical feature. Such as an open-plan, noisy custody office or harsh lighting.
- An auxiliary aid. Such as assistive software, a digital recorder or noise-cancelling headphones, where you would be disadvantaged without it.
Section 20(7) says the force cannot make you pay any of the cost of complying with the duty. Schedule 8, paragraph 20 limits the duty to cases where the force knows, or could reasonably be expected to know, that you are disabled and likely to be at the disadvantage. That is why telling someone, at least occupational health or your manager, usually comes first.
The duty is to take steps it is reasonable to have to take. Whether an adjustment is reasonable depends on how well it would work, how practical it is, its cost against the force's resources, and the demands of the role. Some operational requirements may not be adjustable. But "we have never done it" or "it would not be fair on others" are not, on their own, reasons. If you are refused, ask for the reasons in writing.
Other parts of the Act protect you too: direct discrimination (section 13), discrimination arising from disability (section 15, unfavourable treatment because of something that results from your disability, unless the force can show it was a proportionate means of achieving a legitimate aim), harassment (section 26) and victimisation for raising a complaint (section 27). If you think you are being treated badly, see our guide to grievances, bullying and harassment.
Who decides what: the six routes
One reason adjustments stall is that people ask the wrong body. Your force decides most things, but the College decides exam adjustments and DWP decides Access to Work. This table shows where each request goes.
| What you need | Who to ask | Rule that applies |
|---|---|---|
| Day-to-day workplace adjustments | Your line manager, with occupational health advice and your force's disability or HR process | Equality Act s.20 duty on the chief officer |
| Equipment or support beyond what the force must provide | Access to Work (DWP), with your force | Grant scheme; cap £69,260 a year |
| Promotion exams and the NIE | The College of Policing, usually through your force exams contact | College adjustments and accommodations policy |
| Driving authorisation | Your force's driver training and occupational health | Force decision; DVLA rules on your own licence |
| Firearms authorisation | Your force firearms lead and occupational health | College armed policing APP and force policy |
| Performance, attendance or conduct meetings | The meeting chair, through your police friend or representative | Equality Act ss.15 and 20 apply |
Keep copies of what you send and receive. If a request is passed between departments, a short dated log of who you spoke to and what was agreed makes any later review much easier.
How neurodivergence can show up in police work
Every person is different, and these are general descriptions, not a checklist or a diagnosis. They are here to help you and your manager talk about effects at work, which is what the law and occupational health focus on.
Attention, working memory, time keeping and organisation can be affected, especially with many competing tasks such as a busy response shift or a large case file. Many people describe strong focus in a crisis or on a task that interests them.
Reading speed, spelling and processing written information can be affected. In policing this shows up in statements, case files, crime reports, learning law for exams and reading long policies under time pressure.
Communication, social interaction, sensory sensitivity and the need for predictability can be affected. Noisy custody suites, open-plan offices, sudden rota changes and unclear instructions are common pressure points.
Co-ordination, planning, handwriting or working with numbers can be affected, for example with pocket notebooks, practical skills training, or figures in fraud and property cases.
Many neurodivergent people have more than one condition, and some also experience anxiety or low mood, often from years of masking difficulties. If that applies to you, our guides to stress and mental health in policing and the support services directory may help.
Practical adjustments, task by task
These are examples of the kind of adjustments forces use, gathered from the College of Policing's workplace adjustments work and common practice. They are not a list of entitlements: what is reasonable depends on you, your role and your force. Use them to start a conversation.
| Task | Examples | Often helps with |
|---|---|---|
| Report writing and statements | Speech-to-text or reading software on force devices; templates and checklists; extra time for non-urgent files; a colleague or supervisor proof-read before submission | Dyslexia, dyspraxia, ADHD |
| Briefings and instructions | Key points in writing after a verbal briefing; one clear priority list; agreed check-in times | ADHD, autism |
| Shift patterns | Predictable rotas with notice of changes; limiting quick changeovers; regular rather than ad hoc rest days where operationally possible | ADHD, autism (sleep and routine) |
| Workspace and sensory load | A quieter desk, noise-cancelling headphones for office work, a fixed desk instead of hot-desking, lighting changes | Autism, ADHD |
| Training and courses | Materials in advance, extra time for written assessments, coloured overlays or screen tints, recorded sessions | Dyslexia, ADHD |
| Systems and IT | Accessibility software on the force image, screen readers, keyboard shortcuts set up, help with new systems | Dyslexia |
| Supervision and reviews | Regular short one-to-ones, clear written objectives, adjustments recorded so they move with you | All |
| Meetings, interviews and hearings | Questions in advance where fair, breaks, a support person, written summaries afterwards | All |
Shift patterns need care. Front-line rotas exist for operational reasons, and a force does not have to remove you from them if that would not be reasonable. But changes such as more notice of rota changes, avoiding very short changeovers or a more regular pattern may be reasonable, especially where sleep and routine affect your concentration. Our guide to shift work and cognitive fatigue explains why this matters, and adjusted and restricted duties covers what happens if a change of role is needed.
Workplace adjustment passports
A workplace adjustment passport is a record of your agreed adjustments, written with your manager, that you keep and take with you when you move team, station or force. The College of Policing's toolkit for forces on recruiting and retaining colleagues with disabilities and neurodiversities, developed with the NPCC and first published on 3 June 2025, includes best practice on using them.
- Why it matters in policing: officers move often, and a new sergeant may not know what was agreed. A passport saves you explaining from scratch each time.
- What to put in it: how your condition affects you at work, what helps, what has been agreed, and when it will be reviewed. You do not have to name a diagnosis.
- Who sees it: agree that with your manager. It is your document, not a medical record.
- If your force has no passport scheme: ask for agreed adjustments to be recorded in writing anyway, for example in an email from your manager.
Access to Work: can police officers and staff use it?
Access to Work is a Department for Work and Pensions grant for people with a physical or mental health condition or disability who need support to do their job or get to work. GOV.UK says it can pay for things like specialist equipment, support workers such as a job coach, travel if you cannot use public transport, and mental health support. For grants awarded or reviewed from 1 April 2026 to 31 March 2027 the cap is £69,260 a year.
- Police staff: employees in paid work, so eligible on the normal rules if they live and work in England, Scotland or Wales.
- Police officers: the DWP staff guide (updated 18 June 2026) lists "The Police Service" as an example of a public servant, and says a public servant's application can proceed. Only civil servants, who work in government departments, have been excluded since 1 April 2022. The guide does not mention constables by name. Our reading is that officers can apply; confirm with Access to Work when you do.
- It does not replace your force's duty. GOV.UK says Access to Work will not pay for reasonable adjustments the employer is legally required to make, and the staff guide says it cannot contribute to costs the employer would have to meet anyway. In some cases the employer shares the cost.
- Mental health support: GOV.UK offers a support service through Able Futures or Maximus. You can only have this once.
- Northern Ireland: has its own Access to Work scheme.
In practice, ask your force first: many forces buy standard assistive software centrally. Access to Work is most useful for things that go beyond that, such as coaching or specialist equipment for your own needs.
Promotion exams and the NIE
The sergeants' and inspectors' legal exams and the National Investigators' Exam are run by the College of Policing, not your force, so exam adjustments go through the College's reasonable adjustments and accommodations policy (first published 5 August 2026). We cover the detail elsewhere, so here are only the points that catch people out:
- A new request every time. Each exam or resit needs its own request, even if you had the same support before.
- The deadline is the registration closing date for that sitting, or earlier if your force says so.
- Evidence. A specialist assessment report is the most reliable. Screening reports on their own are not accepted. An occupational health report or workplace adjustment passport may be considered.
- Sign the agreement form. The adjustment is only applied if you sign and return it in time.
- You can go direct. You can make the request to the College directly if you would rather not go through your force.
Read NPPF exam registration and adjustments, online exam rules and exam day and how to pass the NIE. If you are granted extra time, practise at that timing. Our own exam prep toolkit (a PolicePay product) and free mocks let you set your own pace, but they are not a substitute for the College's agreed adjustment on the day.
Promotion boards and assessment centres run by your force are a separate process. Ask your force's promotion team for adjustments to those in the same way you would for any other workplace process.
Disclosure: who needs to know, and what vetting sees
There is no general legal duty to tell your force about a diagnosis. But your force only has to make adjustments if it knows or ought reasonably to know you are disabled and at a disadvantage, so staying silent can leave you without support. Most people find it works best to tell occupational health in full and their manager only what is needed to agree adjustments.
| Who | What they usually need | What they do not need |
|---|---|---|
| Occupational health | Your diagnosis, treatment and medication, and how it affects you | Nothing held back that is relevant to fitness or safety |
| Your line manager | How it affects your work and what helps | Your diagnosis, unless you choose to share it |
| Vetting unit | Nothing medical as a rule | Personal medical information, without your consent (Vetting APP 6.5.17) |
| The College (exam adjustments) | Supporting evidence for the adjustment requested | Anything beyond what supports the request |
| Colleagues | Only what you choose to share | Anything |
On vetting, the College of Policing's vetting guidance says neither police officers nor vetting managers are qualified to assess medical conditions. If medical information comes to light during vetting, it goes to the force medical officer or occupational health for a professional view, and personal medical information should not be passed to the vetting unit without your consent (Vetting APP, May 2025, paragraph 6.5.17). A neurodivergent condition is not, in itself, a vetting matter.
The one exception to watch is honesty. Where you are asked a direct question by occupational health or in a medical questionnaire, answer it fully. Leaving out information you were asked for can become an integrity issue even when the condition itself would not have mattered. For more on this, read telling occupational health about your health.
Occupational health, assessments and diagnosis
Occupational health (OH) advises your force on what you can do and what would help. It does not decide adjustments: your force does, taking OH advice into account. Expect a referral to cover how your condition affects you, what has worked before and what adjustments OH recommends. OH should keep your clinical details confidential and send your manager a report on fitness and recommendations, normally without a diagnosis unless you agree.
- Workplace needs assessments. Some forces use these to identify adjustments without a formal diagnosis, particularly for dyslexia. Ask whether yours does.
- Waiting for a diagnosis. If you are waiting for an adult ADHD or autism assessment, you do not need to wait for the result before asking for adjustments, because the legal test is about effects, not the label.
- See the report first. Ask OH to show you its report before it goes to your manager, and to correct any errors of fact.
- Review dates. Ask for adjustments to be reviewed after a set period, and again if your role changes.
Our guide to the occupational health process explains referrals, reports and consent in more detail.
ADHD medication, driving and firearms
This is the area where people most often get wrong answers, so we only state what the sources say. If you are unsure, ask your prescriber and your force's occupational health team before you drive or carry a firearm, and never stop or change medication without medical advice.
Your own driving licence
GOV.UK's page on ADHD and driving says you need to tell the DVLA if there is a change to your condition that may make you an unsafe driver, using form A1 for a car or motorcycle licence or A1V for a bus, coach or lorry licence.
Drug-driving law and prescribed stimulants
Section 5A of the Road Traffic Act 1988 makes it an offence to drive with certain drugs in your blood above a set limit. GOV.UK's list of prescription medicines covered names amphetamine, for example dexamphetamine, and the limit for amphetamine is 250 micrograms per litre of blood. GOV.UK says you can drive after taking these drugs if they were prescribed, you followed a healthcare professional's advice on how to take them, and they are not causing you to be unfit to drive, even if you are above the limit.
- Lisdexamfetamine and methylphenidate are not named on GOV.UK's page. Ask your pharmacist how the rules apply to your medicine.
- Carry evidence. Keeping your prescription details or repeat slip handy helps if you are ever tested.
- Impairment is always an offence. Driving while unfit through drugs, prescribed or not, is a separate offence whatever the limit.
Police driving authorisation
Your permission to drive police vehicles, and especially response or pursuit driving, is a force decision made through driver training and occupational health. We could not find a published national medical standard for it. Tell OH about medication that could affect alertness or reaction time, and follow your force's driver policy.
Firearms
The College of Policing's armed policing guidance (updated 3 June 2025) says drug treatment can reduce an officer's alertness and performance, and that an officer receiving a course of drug treatment must seek the advice of their own doctor or occupational health unit if they are concerned about side effects. The Standards of Professional Behaviour require officers on duty to be fit to carry out their responsibilities.
We found no public national rule that ADHD, autism, dyslexia or stimulant medication bars an officer from being an authorised firearms officer, and no public rule that it is always allowed. Fitness for armed duties is assessed case by case by occupational health under force policy. If you are thinking of applying, ask your force's firearms selection team and OH before you apply. See firearms officers explained.
Performance, attendance and conduct processes
Neurodivergent officers and staff are sometimes drawn into performance or conduct processes over things that stem from their condition: late files, missed details, emails that read as blunt, or difficulty with a new system. The law gives you some protection.
- Discrimination arising from disability (section 15). Treating you unfavourably because of something arising from your disability is unlawful unless the force shows it is a proportionate means of achieving a legitimate aim, and only if it knew or ought to have known you were disabled.
- Adjustments to the process itself. The duty applies to meetings and hearings: written questions, breaks, extra time to read papers, or a support person.
- Adjustments before judgement. If adjustments that should have been in place were not, say so. A performance shortfall measured without them may not be a fair measure.
- Tell your representative early. Your police friend, Federation rep or union rep can raise this at the first stage.
For the procedures themselves, see unsatisfactory performance and attendance, the reflective practice review process and Federation representation and legal support.
If your request is refused or ignored
- Ask for the decision and reasons in writing, including what alternatives were considered.
- Ask for an occupational health opinion if one has not been obtained, or a review if your circumstances have changed.
- Suggest a trial. A time-limited trial with a review date is often easier to agree than a permanent change.
- Raise a grievance under your force's policy, with your Federation or union rep. See grievances, bullying and harassment.
- Watch the tribunal time limit. A claim for failure to make reasonable adjustments must normally be brought within six months for acts on or after 1 October 2026 (three months before), after Acas early conciliation. A grievance does not stop the clock. When a failure to act "occurs" can be complicated, so take advice early rather than waiting.
Moving role, team, rank or force
Police careers involve frequent moves, and adjustments can get lost along the way. Some practical points:
- Take your passport with you. Share it with your new supervisor early, before problems arise.
- Specialist roles bring new tasks. A move to investigation, custody or a desk-based role may need different adjustments. Ask for a review when you move.
- Promotion. A new rank brings new demands, such as supervising, reviewing others' work and more written decisions. Plan adjustments for the new role, not just the exam.
- Transferring force. Adjustments do not transfer automatically. Your new force's OH may need to assess you again. Raise it during the transfer process. See transfers.
- Access to Work grants are linked to your job; tell Access to Work if your job changes.
Four scenarios
Raise it with your sergeant and ask for an OH referral. Ask for speech-to-text and reading software on your force device, a statement template, and time to proof-read non-urgent work. Get what is agreed in writing. If software is not standard in your force, ask whether Access to Work could help.
Request an adjustment through your force NIE contact by the registration closing date, with your specialist report. Expect to make a new request if you resit. Practise mocks at your agreed timing, and ask your manager for protected study time like any other candidate.
The noise and hot-desking are a "provision, criterion or practice" and a physical feature. Ask for a fixed desk in a quieter area, noise-cancelling headphones and written task allocation. As an employee you can use the staff grievance procedure and UNISON if the request stalls.
Tell OH about the new medication before driving operationally, and ask your prescriber about effects on driving while the dose is settled. Check GOV.UK's drug-driving page. Your force decides on police driving; your own licence is a DVLA matter.
How to ask for adjustments, step by step
- Write down the difficulties first. Which tasks, when, and what happens. Be specific: "I lose track of verbal briefings with more than three tasks" is more useful than "I struggle with organisation".
- Note what has helped before, at work, in training or at school.
- Talk to your line manager, or to HR or OH directly if you would rather. You can bring a Federation, union or network colleague.
- Ask for an OH referral if the adjustments are not straightforward or are disputed.
- Agree adjustments in writing, ideally in a workplace adjustment passport, with a review date.
- Consider Access to Work for anything beyond what your force provides.
- Review and escalate. If nothing happens within a reasonable time, follow up in writing. If it is refused, ask for reasons and talk to your representative about a grievance.
"I am neurodivergent and some parts of my role put me at a disadvantage. I would like to discuss reasonable adjustments under the Equality Act 2010. The tasks I find hardest are [tasks], because [effect]. Things that have helped before include [examples]. Could we arrange a meeting, and an occupational health referral if that would help? I would like what we agree to be recorded so it stays in place if I move."
Checklist
- ☐ I have written down the tasks I find hard and why.
- ☐ I have told OH, and decided what to share with my manager.
- ☐ Agreed adjustments are written down, ideally in a passport, with a review date.
- ☐ I have checked whether my force provides assistive software centrally.
- ☐ I have considered an Access to Work application for anything extra.
- ☐ If I am sitting a College exam, I have made a new adjustment request by the closing date.
- ☐ If I drive operationally or carry a firearm, OH knows about any medication.
- ☐ I know who my Federation rep, union rep or network contact is.
- ☐ I have joined, or looked at, my force's disability or neurodiversity network.
What people get wrong
| Myth | What the sources say |
|---|---|
| "Officers are office holders, so the Equality Act does not apply." | Section 42 treats the office of constable as employment for the Act's work provisions. |
| "My medication controls it, so I am not disabled." | The effect is judged as if you were not being treated (Schedule 1, paragraph 5). |
| "I need a formal diagnosis before anything can change." | The legal test is about effects. Forces can and do make adjustments without a diagnosis; some external processes have their own evidence rules. |
| "Access to Work will pay for my force's adjustments." | GOV.UK says Access to Work will not pay for reasonable adjustments the employer must make. |
| "Telling OH means vetting will know." | The vetting APP says personal medical information should not go to the vetting unit without your consent. |
| "ADHD medication means I cannot drive." | GOV.UK says you can drive on prescribed amphetamine-type medicines if you follow advice and are not unfit to drive. |
| "My exam adjustment carries over." | Since August 2026 the College requires a new request for each exam or resit. |
| "An adjustment is a favour that can be withdrawn at will." | It is a legal duty while it remains reasonable. Changes should be discussed, reviewed and explained. |
Where to get support
- Police Federation branch, for officers up to chief inspector: advice, representation and help with formal processes. See the Police Federation explained.
- UNISON or another union for police staff. See police staff unions.
- Your force disability or neurodiversity network, and the Disabled Police Association, the national body for force disability networks.
- National Police Autism Association, which offers free membership to the policing community and peer support champions, and covers other neurodivergent conditions too.
- Oscar Kilo and Police Care UK for wellbeing and confidential support (details in the box below). We have no partnership with any of these organisations.
Scotland and Northern Ireland
- Scotland: the Equality Act 2010 applies, and Access to Work covers Scotland. Police Scotland officers are covered by the Act's work provisions: section 43(9) says a reference to a chief officer includes the chief constable of the Police Service of Scotland. Police Scotland has its own policies, and exam arrangements differ from the College of Policing process.
- Northern Ireland: the Equality Act 2010 does not apply. Disability protection comes from the Disability Discrimination Act 1995 as it applies in Northern Ireland, and Access to Work (NI) is a separate scheme. PSNI officers and staff should check PSNI policy and the Police Federation for Northern Ireland or NIPSA.
What we could not verify
- Access to Work for constables by name. The DWP staff guide lists the Police Service as a public servant example but does not mention office holders or constables. We have not seen a DWP statement on officers specifically.
- Access to Work cost-sharing for large employers. The staff guide says employers share costs in some cases. We did not read the cost-share section in full, so we do not give figures.
- Force-by-force adjustment policies. Several force disability policies were not readable when we checked (one returned an access error), so we do not quote them.
- Firearms and stimulant medication. No public national standard found either way; the decision is case by case.
- Police driver medical standards. We found no published national medical standard for police driving authorisation.
- Lisdexamfetamine and methylphenidate under the drug-driving rules. Not named on GOV.UK; ask your pharmacist.
- How many officers are neurodivergent. We found no reliable national figure, so we do not give one.
- Northern Ireland detail. Summarised only; check PSNI and NI sources.
Want help with an injury award or ill-health decision?
Federation members should speak to their rep first. If you want more help, tell us where you are and Andrew, who runs PolicePay, will reply by email. Please do not include medical details.
Frequently Asked Questions
Is ADHD a disability for a police officer under the Equality Act?
It can be, but it is not automatic. Section 6 of the Equality Act 2010 covers a physical or mental impairment with a substantial and long-term adverse effect on normal day-to-day activities. Long-term means it has lasted, or is likely to last, at least 12 months. The effect is judged as it would be without treatment, so medication that controls your symptoms does not take you outside the definition (Schedule 1, paragraph 5).
Are police officers covered by the Equality Act if they are not employees?
Yes, for the employment part of the Act. Section 42 says holding the office of constable is treated as employment by the chief officer (and by the local policing body for its own acts). So the duty to make reasonable adjustments and the protection from disability discrimination apply to officers as well as to police staff.
Can police officers get Access to Work?
It appears so, but confirm with Access to Work. The DWP staff guide (updated 18 June 2026) lists 'The Police Service' as an example of a public servant and says a public servant's application can proceed. Only civil servants in government departments are excluded. The guide does not mention constables by name, so ask Access to Work directly when you apply.
What does Access to Work pay for?
GOV.UK says it can pay towards specialist equipment, support workers such as a job coach, travel to work if you cannot use public transport, and mental health support. It will not pay for reasonable adjustments your employer is legally required to make. The yearly cap is £69,260 for grants awarded or reviewed from 1 April 2026 to 31 March 2027.
Do I have to tell my force I have ADHD, dyslexia or autism?
There is no general legal duty to disclose a diagnosis at work. But the duty to make adjustments only applies if your force knows, or could reasonably be expected to know, that you are disabled and at a disadvantage (Equality Act Schedule 8, paragraph 20). Some roles, such as driving and firearms, have their own rules about telling occupational health about conditions or medication that may affect you.
Will a neurodiversity diagnosis affect my vetting?
Vetting is not a medical assessment. The College of Policing's vetting guidance says vetting staff are not qualified to assess medical conditions, that medical information should go to the force medical officer or occupational health, and that personal medical information should not be passed to the vetting unit without consent (Vetting APP, paragraph 6.5.17).
Can I be a firearms officer if I take ADHD medication?
We found no public national rule that bars it, and no public rule that allows it. The College's armed policing guidance says an officer on a course of drug treatment must get advice from their own doctor or occupational health if concerned about side effects, and fitness for armed duties is assessed case by case by occupational health under force policy.
Can I drive a police car on ADHD medication?
GOV.UK lists amphetamine, for example dexamphetamine, as a prescription drug covered by the drug-driving law. You can drive if it was prescribed, you follow your clinician's advice and it does not make you unfit to drive. GOV.UK says to tell the DVLA if a change in your ADHD may make you unsafe to drive. Police driving authorisation is a separate force decision.
How do I get extra time in the sergeants', inspectors' or NIE exam?
Through the College of Policing's reasonable adjustments and accommodations process, usually via your force exams contact, by the registration closing date. You need a new request for each exam or resit, supporting evidence (screening reports alone are not accepted) and a signed agreement form. Our registration checklist covers the detail.
Do I need a formal diagnosis to get adjustments at work?
Not always. The legal test is about the effects of an impairment, not a diagnosis, and forces can make adjustments without one. Some forces use workplace needs assessments. A diagnosis or specialist report helps where the adjustment is contested or where an external body, such as the College for exam adjustments, has its own evidence rules.
Can my force refuse an adjustment?
Yes, if it is not reasonable. The duty is to take steps that it is reasonable to have to take. Cost, practicability, effectiveness and the demands of the role all count. Your force cannot make you pay for an adjustment it is required to make (section 20(7)). If you think a refusal is wrong, ask for reasons in writing and speak to your Federation, union or staff association.
Can misconduct or performance processes take my neurodivergence into account?
They should, where it is relevant. Treating someone unfavourably because of something arising from their disability is unlawful unless it is a proportionate means of achieving a legitimate aim (section 15). Reasonable adjustments also apply to meetings and hearings. Tell your police friend or representative early so they can raise it.
Who supports neurodivergent police officers and staff?
Your Police Federation branch (officers), UNISON or another union (staff), your force's disability or neurodiversity network, the Disabled Police Association and the National Police Autism Association, which describes itself as a privately-run group of officers and staff supporting colleagues affected by autism and other neurodivergent conditions.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 14 October 2026. Rules and figures change, so check the source for the date you are reading this. Where we could not confirm something from an official or independent source, the page says so rather than guessing. Spotted something out of date? See our corrections policy.
- Equality Act 2010, sections 6, 15, 20, 42, 43 and 212, Schedule 1 paragraphs 2, 5 and 6, Schedule 8 paragraph 20 (legislation.gov.uk, up to date to 14 October 2026) : disability definition; substantial means more than minor or trivial; long-term effects; treatment disregarded; cancer, HIV and MS; chief officer includes the chief constable of Police Service of Scotland (s.43(9)); three adjustment requirements; no charge to the disabled person; constables treated as employed by the chief officer; knowledge limit (accessed 14 October 2026)
- GOV.UK: Access to Work, overview and eligibility : paid work including employment and self-employment; England, Scotland and Wales; will not pay for reasonable adjustments; mental health support once (accessed 14 October 2026)
- DWP: Access to Work factsheet for customers (updated 5 May 2026) : £69,260 cap for grants awarded or reviewed 1 April 2026 to 31 March 2027; civil servants supported by their employer instead (accessed 14 October 2026)
- DWP: Access to Work staff guide (updated 18 June 2026) : 'The Police Service' listed as a public servant example; public servants' applications can proceed; civil servants ineligible from 1 April 2022; AtW cannot fund costs the employer would have to meet anyway (accessed 14 October 2026)
- College of Policing: Reasonable adjustments and accommodations policy (first published 5 August 2026) : exam adjustments for NPPF step two and NIE; new request each sitting (as summarised on our exam pages, read 4 October 2026) (accessed 14 October 2026)
- College of Policing: Resources to support forces to recruit and retain colleagues with disabilities and neurodiversities (first published 3 June 2025) : developed with the NPCC; Equality Act duties; workplace adjustment passports; shaped by officers and staff with lived experience (accessed 14 October 2026)
- College of Policing: We've published a new report into workplace adjustments (26 August 2021) : how forces can better support neurodivergent and disabled colleagues; NPCC disability lead (accessed 14 October 2026)
- College of Policing: Vetting authorised professional practice (May 2025), paragraph 6.5.17 : medical information to the force medical officer or occupational health; no personal medical information to vetting without consent (accessed 14 October 2026)
- College of Policing APP: armed policing, issue and carriage of firearms (updated 3 June 2025) : drug treatment can reduce alertness; officer must seek advice from own doctor or occupational health if concerned about side effects; fitness for duty (accessed 14 October 2026)
- The Police (Conduct) Regulations 2020, Schedule 2: Standards of Professional Behaviour (legislation.gov.uk) : Fitness for Duty: fit to carry out responsibilities when on duty or presenting for duty (accessed 14 October 2026)
- GOV.UK: ADHD and driving : tell DVLA if a change to your condition may make you an unsafe driver; form A1 for cars, A1V for bus and lorry licences (accessed 14 October 2026)
- GOV.UK: Drugs and driving, the law : amphetamine (for example dexamphetamine) listed; you can drive if prescribed, following advice and not unfit; penalties (accessed 14 October 2026)
- The Drug Driving (Specified Limits) (England and Wales) Regulations 2014, regulation 2 (legislation.gov.uk) : amphetamine limit of 250 micrograms per litre of blood, inserted from 14 April 2015 (accessed 14 October 2026)
- IOPC: Recommendation, South Wales Police (issued 8 July 2025, published 9 September 2025) : officer with dyslexia and no assistive software accessed old system entries; recommendation on timely reasonable adjustments; force's Workforce Accessibility Team, Neurodiversity Toolkit and Reasonable Adjustments Panel (accessed 14 October 2026)
- IOPC: Recommendations, North Wales Police (January 2025) : review of practice on managing and recording employees' disabilities and providing reasonable adjustments (search summary; the case concerned dyslexia) (accessed 14 October 2026)
- National Police Autism Association : privately-run group of UK officers and staff; free membership to the policing community; peer support champions; Police Neurodiversity Forum (accessed 14 October 2026)
On this topic elsewhere
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Disclaimer
PolicePay.co.uk is an independent reference site. It is not a health, counselling or legal service, and this page is general information, not medical, psychological or legal advice. It cannot consider your personal circumstances. If you are struggling, speak to your GP, a qualified professional or one of the services listed on this page. If you or someone else is in immediate danger, call 999. Details apply to England and Wales unless stated. Details are as checked on 14 October 2026.