How do I ask for accommodations as a new employee?

This is a really common worry, and there is no single “right” moment. Clinically, we think more in terms of readiness and relevance than timing. You do not have to disclose everything on day one. Many people wait until they understand the role, expectations, and where friction actually shows up. That gives you something concrete to ask for rather than accommodations in the abstract. When you do ask, framing matters. Focus on how you work best, not on deficits. For example, “I do my best work with clear written priorities” or “Brief check ins help me stay aligned and productive.” This keeps the conversation practical and professional rather than medicalized. You also do not need to disclose a diagnosis unless you want to. Accommodations can be framed as work style needs. If formal documentation is required later, that can be addressed then. Clinicians often recommend starting small. Ask for one or two supports that will make the biggest difference. Too much at once can feel overwhelming for both sides and for you. It is also okay to remember that accommodations are about sustainability, not special treatment. Asking for what helps you do your job well is part of being a responsible employee, not a risky move. If it helps, think of this as an ongoing conversation, not a single moment. You are allowed to adjust as you learn more about the role and about yourself.