Under the Disability Discrimination Act of 1995, Dyslexia was a grey area – it could apply in some cases, but not in others.

Guidance relating to the Equality Act of 2010 specifically includes Dyslexia and Dyspraxia.

This means that people who have a condition of this kind are protected under the law.

Employers have to make “reasonable adjustments” to work, working arrangements, or the way work is carried out, to accommodate dyslexics and dyspraxics.

“Reasonable adjustments” for employees could include:

• Extra time for written tests (25% is considered standard)
• Software to assist with reading or writing (or both)
• Testing
• Consideration of the job role.
• Extra opportunities for training practice.

It’s important to remember that the adjustments must be reasonable and well-considered.  They are intended to put the dyslexic person on a “level playing field” with someone who does not have the condition – not to give them an advantage.