So… how do I talk to my manager about dyslexia and stress?

A few weeks ago, we took some deep dives into dyslexic burnout at work and how easily it can hide in plain sight . They seemed to resonate with you guys— they’re some of our most popular posts of all time.

But recognizing stress and doing something about stress can be two different things entirely. Kickstarting the conversation often means talking frankly to your colleagues about neurodiversity and mental health, which may not always feel easy.

That’s why this Stress Awareness Month we’ve created a couple of handy Q&As for approaching those first conversations…

#1. Is it really about work? ??

Firstly, try to take stock of what’s actually stressing you out. Is it tight project deadlines and your current inbox… or are you a little stressed about work, and majorly stressed out about struggling to help your kids with homework, or feeling isolated from your friends?

Even the most successful workplace intervention can only tackle what’s harming your wellbeing at work. If you suspect there are external factors in your stress build-up, talk to your GP or even a therapist too— you exist outside of work, and it’s totally valid to seek support on those fronts too.

You can also take a closer look at your overall stress levels using the Stress Management Society’s online test tool .

#2. So how do I bring it up with my team leaders? ???

It isn’t always easy to talk to managers. How do you even start when it feels like they’re the people who curate your workflow and set the deadlines and processes that are contributing to your stress?

It may be hard, but try to remember that you’re both working towards the same goals and together you’re looking for the easiest, most productive path forward. You can’t be disciplined or dismissed for saying that you’re stressed and need to talk about stress ; and you can always chat to HR or a mental health lead and invite them to the meeting if you’d like to.

#3. But what if I haven’t told people at work that I’m dyslexic? ??

Disclosing your dyslexia is entirely up to you: you never have to if you don’t want to!

…But now could be a good time to do it if you’re planning to. It probably feels even more stressful to add that into the coming conversation, but it’s often the fastest and easiest way for everybody to be on the same page and looking at productive solutions.

#4. What do we mean by ‘productive solutions’? ??

When you start a conversation about stress, it’s natural to want to communicate just how desperately unhappy we feel. But it’s a good idea to frame those conversations around solutions, too: it’s not a blame game, and your managers are going to want to know how to help as well as what’s been creating the pressure.

Before your meeting, think about things that could reduce your stress levels. Would some reading support tech do the trick, or longer deadlines, or even just more structured, summarised emails? And remember, Reasonable Adjustments are your legal right, and they’re not just about ensuring you’re productive: they’re about making sure you’re comfortable too.

Let’s take stress seriously in 2024.

We know that around 180,000 people die of a stress-related illness every year in the UK . We also know that neurodivergent people are often at higher risk of stress than their neurotypical counterparts, too. How many of these cases might have been avoided if everybody had access to supportive and understanding care in the workplace?

This year, we want every dyslexic person to feel able to ask for the changes they need to thrive at work, and to advocate for their best working environments. You’ve got this! ????

You can find out more at the Stress Management Society’s Guide to Workplace Stress ; and managers can explore best practice guidelines at HSE’s Stress and Mental Health at Work Toolkit .