When an employee struggles at work, it’s often assumed to be a performance issue.
But in many cases, the real problem is lack of support.
It is estimated that around 10% of the population is dyslexic, and many adults remain undiagnosed.
In the workplace, this often means employees are struggling silently—not because of a lack of ability, but because of differences in how they process information.
While individuals who were diagnosed earlier in life may have developed effective coping strategies and feel confident advocating for support, many others have not had this opportunity. They may have experienced ongoing challenges with reading, writing, or processing information, without fully understanding why.
As a result, what are actually signs of dyslexia at work, can be misinterpreted as performance issues—particularly when employees feel unable to disclose their challenges due to fear of being judged or misunderstood.
When dyslexia is unrecognised, there can be significant consequences – not just for the individual, but for the organisation as a whole.
Employees with dyslexia may experience reduced confidence, increased stress, and difficulty sustaining performance. At the same time, businesses may see reduced productivity, higher error rates, and increased absence or staff turnover.
There are also legal considerations. Under the Equality Act 2010, employers have a responsibility to make reasonable adjustments for individuals with recognised conditions. Failing to identify and support these needs early can increase the risk of mismanaging performance or unintentionally discriminating against employees.
Recognising the signs of dyslexia at work early allows employers to take a more supportive, proactive approach—benefiting both the individual and the wider organisation.
It’s important to note that these signs do not confirm dyslexia. However, they may indicate that an employee could benefit from further support or assessment.
1. Ongoing difficulties with written communication
An employee may consistently struggle with tasks involving reading or writing, such as emails, reports, or documentation. In workplace assessments, we often see employees spending significantly longer drafting emails—sometimes re-reading messages multiple times before sending.
You might notice:
In many cases, these individuals are highly capable verbally but find written communication disproportionately challenging.
2. Challenges with organisation and time management
Challenges with planning, prioritising, and meeting deadlines are often associated with ADHD but can also affect employees with dyslexia.
This may look like:
This is often misinterpreted as poor time management, when in reality it may reflect differences in executive functioning.
3. Inconsistent performance
One of the most commonly reported signs is a noticeable gap between an employee’s potential and their output. Managers frequently describe these employees as ‘capable but inconsistent’, without realising there may be an underlying processing difference.
For example:
This inconsistency can be frustrating for both the employee and their manager, particularly when the underlying cause is not understood.
4. Avoidance of certain tasks
Employees with dyslexia may begin to avoid tasks that they find particularly challenging, such as reading lengthy documents, note-taking, completing reports, or handling detailed administrative work.
This might be seen as:
This is often misinterpreted as disengagement. However, in many cases, it reflects a coping strategy developed over time to manage tasks that feel disproportionately difficult.
5. High effort with limited efficiency
A key indicator of dyslexia in the workplace is when an employee appears to be putting in significant effort but not seeing the expected results.
You may notice:
These employees are often highly committed but may be working without the tools or support they need to be effective.
If you recognise these patterns in your organisation, the most important step is to approach the situation with curiosity and support, rather than assumptions.
Consider:
In many cases, a workplace neurodiversity assessment can help provide valuable clarity by:
Neurodiverse employees often bring valuable strengths to the workplace—such as creativity, problem-solving, and big-picture thinking. However, without the right support, those strengths can be overshadowed by avoidable challenges.
By recognising the signs of dyslexia in the workplace early and responding appropriately, organisations can not only support their employees more effectively but also unlock potential that might otherwise be missed.
If you’re noticing these patterns within your team and would like to better understand how to support your employees, a workplace assessment can provide clear, practical guidance.
At My Kind of Thinking, we offer structured assessment pathways designed to support both employees and organisations. While we are qualified to formally identify specific learning differences, such as dyslexia and ADHD, we are also experienced in helping individuals address current challenges in their work environment and in providing guidance on actionable steps to support their success.
Get in touch with us to learn more about how neurodiversity assessments can support both your employees and your organisation.
Dyslexia affects approximately 10% of the population, meaning around 1 in 10 employees may have dyslexia, whether diagnosed or undiagnosed. Many adults remain unaware they have dyslexia because they developed coping strategies throughout their education and careers.
Common indicators include difficulty with reading and writing tasks, challenges with spelling and grammar, trouble following written instructions, mixing up similar-looking words or letters, taking longer to complete paperwork, and struggling with organisation or time management. Employees may also avoid tasks involving extensive reading or writing.
Yes. Many dyslexic adults have developed strong compensatory strategies over time. They may read slowly but accurately, rely heavily on spellcheck, or avoid certain tasks altogether. High intelligence and determination can mask underlying difficulties, which is why dyslexia often goes undiagnosed into adulthood.
Reasonable adjustments might include providing information in different formats (audio, visual), allowing extra time for reading-heavy tasks, using dyslexia-friendly fonts and formatting, offering assistive technology like text-to-speech software, and giving verbal rather than written instructions when possible. Creating an open, supportive culture where employees feel comfortable disclosing is equally important.
Tread carefully—it’s not appropriate to diagnose or label someone. Instead, focus on the tasks they’re finding challenging and ask how you can help. Offering support for the difficulty itself (rather than suggesting a condition) opens the door for them to share if they choose, while respecting their privacy and autonomy.
If you need any advice or think an employee may benefit from an assessment, please get in touch with us to see how we can help.
