Hello and welcome!
I’m going to provide some general guidance / thoughts based on the details available – I note that some of these (of variations thereof) have already been covered by other thread contributors.
Here, I’m generally using the word “adjustment” instead of “accommodation” as it takes a more neutral tone.
Does anyone (direct supervisor, manager, HR) know you’re in need of adjustments? If not, then you may wish to consider who you want to bring that up with. Your contract or employer’s policy may specify someone that you would need to contact in the event of any accommodation requests. You may wish to also consider if you have any trusted colleagues whom you may wish to approach to see what their thoughts are (perhaps someone who is a union representative or known to be a disability advocate, if there is one) before doing so, and maybe to help identify how you can best go about doing so. Sometimes the employer may very well be willing to work with someone informally to make things work, but of course they can’t “fix” something if they don’t know it’s a concern for you.
If the employer is wanting more information (and quite often they will – this is sometimes do to trying to ensure that what’s being asked for is an necessary adjustment rather than a preference, and so that if someone else wants the same thing, that they can explain that they had reviewed the circumstances and deemed that it warranted accommodation, and that it wasn’t them playing favourites. This also happens in non-disability accommodation scenarios, such as allowing someone with a young child to have a split shift to accommodate school and daycare schedules.
When writing a request, focus on the positives and outcomes, and where possible, estimated performance improvement (or mitigated loss of productivity). While costs are not supposed to be a consideration (and the legal requirement is often to the point of undue hardship, which means aside from mom-and-pop type micro employers, that most things should be accommodatable), being able to show the relative costs and benefits allows the employer to make the decision more easily, as it’s not only the right thing (and potentially legally required) thing to do, but something that also makes business sense.
Check also if there are organizations and/or government programs that assist with individuals with disabilities and employment. Sometimes they may have funding available to help an employer with purchasing equipment or making modifications to their workplace.
Good luck!
