SpLD Workplace Support
SpLD Workplace Support
SpLD workplace support built around the person and their role
SpLD workplace support helps employees develop practical ways to manage reading, writing, organisation, memory and other job demands. As part of UMO's wider workplace support, one-to-one sessions are tailored to the employee, their responsibilities and the systems they use at work.
Workplace-specific strategies
For example, support starts with the tasks, communication methods, deadlines and working environment the employee actually encounters.
Practical, not remedial
Therefore, the aim is not to make someone work like everybody else. Instead, it is to find effective ways of working that make good use of their skills and reduce avoidable barriers.
Useful beyond one task
In addition, the employee tests and adapts approaches they can reuse across changing projects, responsibilities and stages of their career.
What is SpLD workplace support?
For example, specific learning difficulties, often shortened to SpLD, can affect how a person processes particular kinds of information. For example, dyslexia is one example. However, the impact at work is individual and can change with the role, environment, workload and tools available.
In practice, UMO provides confidential, collaborative strategy support rather than subject tuition. Instead, sessions focus on agreed workplace goals while recognising the employee's existing knowledge, experience and strengths.
Strategies can address everyday workplace barriers
First, goals are agreed with the employee. For example, depending on the role and referral, support may include:
Reading and information
For example, approaches can prioritise long documents, extract key information, use text-to-speech and check understanding without repeatedly rereading.
Writing and communication
Similarly, support can cover planning reports and emails, structuring ideas, developing an independent checking process, preparing for meetings and choosing the right communication format.
Planning and organisation
In addition, strategies can break work into visible steps, estimate time, manage competing priorities, record actions and build routines that remain workable when demands change.
Memory and processing
Likewise, prompts, templates, notes, repeatable workflows and clear methods for capturing verbal instructions can reduce reliance on working memory.
Technology in context
Furthermore, employees can use built-in accessibility features or agreed assistive technology as part of a real workflow, rather than treating software as a complete solution by itself.
Confidence and self-advocacy
Finally, support can help employees explain barriers, identify useful adjustments, contribute to review conversations and recognise which strategies are genuinely helping.
SpLD-focused support, with co-occurring needs understood
Dyslexia and other SpLDs are not the same as ADHD. However, a person may have both, and some workplace barriers—such as managing information, time, tasks or working memory—can overlap.
No assumptions from a label
For instance, two people with the same diagnosis can need very different support. As a result, sessions begin with the person's experience and role rather than a standard list of deficits.
Joined-up goals
Consequently, where SpLD and ADHD-related needs interact, strategies can be coordinated around the whole workflow while keeping the purpose and boundaries of the referral clear.
The right route for the need
For example, if the employee needs a formal assessment, written adjustment recommendations or another specialist service, UMO can discuss the appropriate route. Moreover, broader workplace autism and neurodiversity support is available.
How workplace strategy support works
A clear process keeps support relevant while respecting the employee's privacy and the organisation's referral arrangements.
Referral
First, the employee, employer or funding route provides the agreed support details. UMO then confirms availability, delivery arrangements and what information is needed.
Goals
Next, the practitioner and employee identify priority tasks, existing strategies and practical outcomes for the sessions.
Test and adapt
They then develop strategies using real workplace demands, review what works and adjust approaches as the role changes.
Review
Finally, progress is reviewed against the agreed goals. In addition, any reporting boundary is made clear at the outset and personal information is limited to what is necessary.
SpLD workplace support pricing
For example, the same rate applies to remote support across the UK and in-person support in London, subject to practitioner availability and the agreed referral arrangements.
Coaching does not replace reasonable adjustments
For example, in Great Britain, employers have a duty to make reasonable adjustments where the Equality Act 2010 applies. However, Northern Ireland has separate disability-discrimination law. Therefore, strategy support can help an employee use agreed adjustments effectively, but it does not transfer the employer's responsibilities to the employee or guarantee that a particular adjustment is reasonable in every workplace.
Funding and referral routes
For example, SpLD workplace support may be commissioned by an employer, arranged privately or included in an Access to Work award where the scheme approves it.
Employer-funded support
For instance, HR, occupational health, inclusion teams or managers can contact UMO to discuss a referral. Therefore, the employee should be involved in decisions about their support and information sharing.
Access to Work
Access to Work support through UMO can help employees and employers understand the referral route. For example, the government scheme may fund practical support such as specialist equipment or a job coach, depending on eligibility and assessed needs. Ultimately, the scheme—not UMO—decides awards and funding.
Reasonable adjustments
However, Access to Work does not pay for adjustments an employer is legally required to make. Therefore, employers should consider adjustment requests promptly rather than waiting for a funding decision.
Related UMO workplace services
Choose the route that best matches the employee's needs and the purpose of the referral.
Useful independent guidance
For example, these sources explain workplace adjustments, funding and dyslexia-friendly practice in more detail.
Questions about SpLD workplace support
For example, the answers below cover common questions from employees, managers, HR teams and referrers.
Scope and suitability
Is SpLD workplace support only for dyslexia?
Dyslexia is a common reason for referral, but SpLD is a broader term. UMO will confirm whether the employee's needs are within the scope of the available practitioner and service before support begins.
Is ADHD a specific learning difficulty?
No. ADHD and SpLD are distinct, although they can co-occur and may create overlapping workplace barriers. UMO keeps the referral purpose clear while taking account of the whole person's working experience.
Does an employee need a formal diagnosis?
Not always. Under Equality Act guidance, a diagnosis is not the legal test for disability, and Acas advises employers to support neurodivergent workers whether or not they have a diagnosis. A funder or a particular referral route may have its own evidence requirements.
Is this a diagnostic assessment?
No. Workplace strategy support does not diagnose dyslexia or another condition. If diagnostic evidence or a formal workplace assessment is required, that is a separate service and process.
Assessments and reasonable adjustments
Is this the same as a workplace needs assessment?
No. A workplace needs assessment explores job-related barriers and usually produces written recommendations. Strategy support is an ongoing one-to-one process that helps an employee develop and apply effective ways of working. One may be recommended before the other, but this depends on the person's situation.
Can UMO recommend reasonable adjustments?
UMO can help an employee explore practical strategies and prepare for adjustment conversations. Where formal, job-specific written recommendations are needed, a workplace needs assessment may be the more appropriate service. The employer remains responsible for deciding and implementing reasonable adjustments.
Funding, privacy and workplace roles
Can Access to Work pay for support?
It may fund practical support where the applicant is eligible and the support is approved. Access to Work makes the decision. Read more about Access to Work and UMO's workplace support. Employees should use the current GOV.UK process, or the separate Access to Work service in Northern Ireland.
Will an employer receive details of the sessions?
The referral, goals and any reporting arrangements should be clear before support begins. UMO limits personal information to what is needed for delivery and follows the agreed privacy and information-sharing arrangements.
Does coaching replace line-management support?
No. Coaching can help an employee develop strategies, but managers still need to provide clear expectations, appropriate feedback and agreed adjustments. Effective workplace support is a shared process, not a requirement for the employee to overcome every barrier alone.
Discuss SpLD support for an employee
First, tell UMO about the workplace role, the support requested, the proposed funding route and any delivery preferences. We will confirm scope, availability and the next appropriate step.