Prison officer with ADHD or dyslexia: adjustments (2026)

In shortNothing published excludes you, you do not need a diagnosis to ask for support, and the medical treatment of neurodiversity is not published.

Nothing on the HMPPS careers pages that we read excludes people with ADHD, dyslexia or autism from applying. The pages describe a reasonable adjustments scheme that supports individuals who may face disadvantages in the assessment process because of a diagnosed or undiagnosed disability.

That wording matters. You do not need a formal diagnosis to ask for support, and you do not need to describe yourself in any particular way.

Dyslexia, ADHD and autism are different from one another, and individuals within each differ even more.

This guide uses the shorthand 'neurodivergent' only where it helps and otherwise names specific needs, because adjustments should be tailored to what you personally find hard, whether that is reading under time pressure, working memory, sustained attention or sensory load.

In shortExtra time and a reader or scribe are likely to matter most for dyslexia; written questions in advance and flexible timing for ADHD. The mapping below is ours, not a promise.

• Scenario-based test25 to 40 minOnline numeracy and behaviours; practice test available
• Values-based assessmentUp to 20 minNo time limit
• Online assessment centreAbout 2.5 hoursLaptop and webcam; results within 3 working days

The application journey has several online stages, and each one tests different things. Women's prisons add three behaviour-based written questions.

The published adjustments are extra time for timed exercises, interviews and written tests; staff reading materials aloud or transcribing spoken responses; interview questions in writing, with advance access to sample questions; and flexible scheduling of exercises, for example a morning or afternoon slot.

The careers site's own examples include additional time for reading and writing for dyslexia, larger font sizes for visual impairment, and longer breaks for physical disabilities or injuries.

The table below maps those published options to the stages, as a prompt for what to ask about. It is our suggested mapping, not a promise of what HMPPS will agree.

• Because the scenario-based test is timed and the written test at the assessment centre relies on reading and writing, extra time and a reader or scribe are likely to be the most relevant requests for dyslexia.
• For ADHD, written questions in advance, clear instructions and flexible timing may matter more.
• Be specific when you are contacted: describe the difficulty and what has helped in school, college or work, and ask for what will allow you to show your ability fairly.

In shortTick 'yes' on the form, describe your difficulty in practical terms, and keep a record of what is agreed.

The process is simple. When the online application form asks whether you need reasonable adjustments, select 'yes'. HMPPS contacts you to confirm eligibility and agree support before any test, interview or assessment.

You can also contact the recruitment team on 0345 241 5358 or at moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk. The careers page gives a clear assurance that you will not be penalised or judged for applying for a reasonable adjustment.

When someone contacts you, describe your difficulty in practical terms rather than relying on a label. Evidence such as an assessment report or a letter from a school, college or employer can help but is not stated to be required, since the scheme covers undiagnosed conditions. Ask what evidence, if any, they want.

Example wording: dyslexia

'I have dyslexia and take longer to read and process written text under time limits; in previous assessments I have been given extra time'.

Example wording: ADHD

'I have ADHD and find it hard to hold several instructions in mind at once; written questions in advance help me answer clearly'.

1. Tick 'yes' to reasonable adjustments on the online application form.
2. Wait for HMPPS to contact you, or phone or email the recruitment enquiries contact.
3. Describe your difficulty and what has helped before, in practical terms.
4. Ask what evidence, if any, is needed, and provide it if you have it.
5. Confirm the agreed adjustments in writing before each assessment.
6. On the day, remind the assessor of any adjustments if they are not applied.

In shortWhether you are covered depends on the effect on your daily life, not the label, but you do not need to prove it to ask HMPPS for adjustments.

Under the Equality Act 2010 you are disabled if 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. GOV.UK explains that substantial means more than minor or trivial, and long-term means 12 months or more.

The Act does not contain a list of conditions, so dyslexia, ADHD and autism are not named in the statute; whether a person with one of them is covered depends on the effect on that person's daily life, which is assessed individually.

If you are covered

Employers must make reasonable adjustments for job applicants and for employees. Acas explains that the duty arises when the employer knows, or reasonably should know, that someone is disabled, that adjustments can include extra time for written assessments and assistive software, and that the employer pays.

What 'reasonable' means

Reasonableness depends on context, including practicality, cost and health and safety. In a prison, some adjustments will be easy and some, particularly those that touch on safety-critical functions, will need discussion.

Asking for adjustments

You do not have to prove that you meet the legal definition to ask HMPPS for adjustments in the recruitment process; the scheme is described broadly. Knowing the legal framework helps you understand your rights if something goes wrong, and our guide on disability and the prison officer role covers the framework in more detail.

In shortThe medical is where published information thins out: no source sets a standard specifically for neurodivergent applicants.

The medical is where the published information thins out, so it is worth being clear about what is and is not known. The medical includes an eye test, a hearing test, blood pressure and basic health screening, and declared conditions are assessed by a trained occupational health professional.

The careers site does not describe ADHD, dyslexia or autism as excluded or accepted, and no source we found sets a medical standard specifically for neurodivergent applicants.

In shortDemands vary day to day and individuals differ; there is no evidence in the official sources that any diagnosis makes you better or worse suited.

It is useful to think about the actual work, because the demands vary from day to day. The careers site stresses personal qualities such as communication, decision-making and resilience over qualifications, and says no specific experience is required.

The behaviours assessed include communicating and influencing, managing a quality service and making effective decisions, with a focus on caring.

Some neurodivergent people find structured routines, clear rules and procedural tasks a good fit; others find sustained attention during long shifts, interruptions or sensory load more difficult. Both are possible within the same diagnosis, which is why individual reflection matters more than generalisations.

We would be careful of articles that promise that your diagnosis makes you better or worse suited to the job; there is no evidence in the official sources we read for such claims.

• Paperwork and records
• Roll checks and searching procedures
• Use of radios and keys
• Observing and speaking with prisoners
• Responding calmly when something goes wrong

In shortAccess to Work can fund equipment, support and travel but not adjustments the employer must make; how HMPPS handles assistive technology is not known.

Access to Work is a GOV.UK scheme that can help you get or stay in work if you have a physical or mental health condition or disability. It can pay for specialist equipment, support workers or job coaches, and travel costs where public transport is not accessible, and it also offers mental health support.

It does not pay for adjustments that an employer is legally required to make, and you may need to pay upfront and claim back. For job interviews, it can provide communication support for people who are deaf, hard of hearing or have communication difficulties.

• For wider planning, see our guide on flexible and part-time working and shift patterns, which may be relevant if your attention or energy is affected by shift length or night work.

In shortAsking will not count against you, you may not need a diagnosis, and outcomes are individual.

Will asking for adjustments count against me?

The careers page says you will not be penalised or judged for applying for a reasonable adjustment, and the Equality Act protects disabled applicants from discrimination.

Do I need a diagnosis?

Not according to the scheme's wording, which covers diagnosed or undiagnosed disability.

Will I be told my pass mark is different?

We found no published pass marks at all, and adjustments are described as changes to the process, not changes to the standard.

Can I get an extension to the time at the fitness test?

The pages do not say, and the physical standard is set separately from the assessments. If an adjustment is relevant to your condition, ask the recruitment team before the test.

Can I be rejected because of my diagnosis alone?

The Equality Act prohibits discrimination because of disability, but it does not oblige an employer to hire someone who cannot meet the essential requirements even with reasonable adjustments, so outcomes are individual.