AIBU to think dismissal during probation was unfair given autism adjustments?

[SereneRoseRobin]

I’m looking for honest views because I’m not sure whether I’m being unreasonable or whether this was genuinely unfair.

I was recently dismissed from a graduate/analyst role after my probation was extended. I am autistic, and my employer knew this. I had raised the need for clear written instructions, defined objectives, examples of similar work, timelines, and timely/direct feedback. Some support was put in place, including coaching, but I don’t feel the actual adjustments were properly embedded or reviewed before the decision was made.

The difficult part is that the concerns raised about me seemed mainly to focus on communication style, professional behaviour, asking for clarification, Teams messages, and quality assurance under pressure — rather than on whether I could actually do the analytical work. Some recent written feedback said my analytical skills were good, that my work did not contain relevant errors, that I was taking ownership, and that I sought support appropriately. Another person said I had picked up on a complex project well.

The project I was criticised on was not straightforward. I was a first-year graduate with no prior experience in that sector, and I was assigned open-ended/data-heavy modelling work with a lot of ambiguity and short deadlines. Some outputs were expected within hours or by the next day, so there was not much time for structured review. I also didn’t always get timely feedback while I could still act on it. Some feedback came months after the work had ended.
My probation extension was meant to allow support and coaching to take effect, but I was dismissed before the extension period had fully ended. I had submitted evidence of improvement the day before the decision, but I don’t feel it was properly discussed or considered.
The coaching report apparently said the benefit of coaching should be assessed after a longer period, because performance can dip while new strategies embed.

I’m appealing because I think they didn’t properly separate disability-related communication issues from actual capability, didn’t give recent improvement enough weight, and didn’t consider alternatives such as letting the extension run, providing clearer QA/communication frameworks, assigning more standard analyst work, or redeploying me to a more suitable team.

I’m not saying I was perfect. I know there were areas to improve. But I feel like I was assessed against unclear expectations, on complex work, without the timely feedback and structure that had already been identified as necessary for me.

AIBU to think this was unfair and potentially linked to disability discrimination/failure to make reasonable adjustments? Or is this just how probation works, and I should accept it and move on?

Op, I think that even if you move on to a different job, I don't think that means you should not make any fuss over this.
A huge percentage of autistic people are not in gainful employment, and often keeping a job is harder than getting a job.
We are so often apparently 'not a good fit'.
Stressed to burn out by workplace cultures that are full of unspoken rules, and being good at the actual work itself is not good enough. It's indirect discrimination.

It is degrading to keep being told to find something else when it's a job you can do fine even if you need a bit of support or adjustments.
We are entitled to this. Most of us want to work.

I think the job was unsuitable for as you were making a lot of work for other people with your written requests, for someone else to do that repeatedly for you would be untenable and not reasonable.

I’m not arguing any of that - but I’m wondering why you think the op has a case given that she committed a gross misconduct? And within her probationary period?

Appeal by all means, but don't be surprised if you are not successful- this company has obviously spent time and resources trying to accomodate you- whether they have done enough is a matter of opinion. When unemployment rates are high and job vacancies low accomdation is bound to be less.

I think that her whole opening post was clear about it.
The OP has protected characteristics and the employer has not put reasonable adjustments into place.
OP has followed the steps and provided evidence of improvement and I think that I'd be speaking to my union, because there are procedures that should be followed.

It doesn't sound like a great place to work sadly for an autistic , but I think if we want a society where people can work and contribute and support themselves, then workplaces need to do their part. Probationary periods don't cancel out the equality and anti discrimination legislation

Is this your thread now?

OP you began this thread with this:

I’m looking for honest views because I’m not sure whether I’m being unreasonable or whether this was genuinely unfair.

You're making it very clear you didn't mean it about the honest views. People with business experience and posters who are autistic have tried to help you, to give you constructive advice, in very good faith. But because it's not what you want to hear it is dismissed - quite rudely.

Why are you posting when obviously you don't want the honest answers?

Because there’s a pattern. This isn’t the first time she’s been let go.

I slightly disagree with you here. The company did put ‘reasonable’ adjustments in. However, the op though that if she suggested (ie demanded) that she should have x, y, z measures put in, then the company had to automatically agree to this, and by not doing, the company were being ‘unreasonable’. I guess only a tribunal can decide who was correct.

I suspect my DH has Aspergers and it has taken him 20+ years in his career (IT) to be good in building teams and manage them. He is a great analyst/architect but very poor with people, eye contact, etc. The feedback he has received about his communication style from most of the companies he has worked for has been poor. However, he has great analytical skills, can learn new technical skills very fast and can solve any technical problem, no matter how complicated. Nevertheless, he never lasted longer than 1-2 years with his employers (he always resigned), the reason being he usually had a fallout with someone or was offended with the negative feedback about his communication style (basically lack of communication from him, as he prefers to work alone and feels no need to communicate anything to anyone or just rigidity/lack of flexibility, it's his way or the highway). In spite of those hurdles, he has been immensely successful financially and is settled (for now) working from home for an international employer who operates mainly in this way. My advice to you is - you just have to hold on for 2 years and build some kind of career, shut up, work hard and do whatever is expected of you. And once you've got some longer experience, find an employer who you'd be happy with.

I have been employed in a company where the staff in one of the departments started to resign because the management did not understand what it meant to keep adapting to one individual's needs.

Other employees cannot keep compensating, helping and explaining things for one individual.

It destroyed a department to adapt to one person's individual needs and it took a long time to rebuild it.

Employees other than for example an autistic person also have the right for a reasonable working environment.

No. I’m autistic and I’m trying to understand why you think the op has a good case, given that she commited what would be a gross misconduct in most orgs.

From memory it’s the second - the first being a big 4 consultancy firm.

Wdym?

You aren’t what they are looking for, you don’t have the skills required to do the job, get another job where your skill set fits.

I work as a clinician, I'm fairly confident I'm neurodivergent, my direct manager comments on 'you'll hate this change because of your ADHD' but she genuinely is just acknowledging that I find some things harder.

I'm clinically brilliant and patients love me.

What I struggle with is multiple computer systems, letters to patients and referring, recording information while seeing patients. Ultimately taking my verbal communication and recording it to communicate it onwards. Now what is very helpful is that my manager has identified those things and put it into words for me.

I go in early, I stay late to finish paperwork because sometimes I can't do it during clinic and I need to go away because I feel overwhelmed, have a coffee and come back and complete it then.

Several of our team are like this in 1 way or another and we've become this bunch of people who can go 'x is t going to respond to that text message, Y won't access the spreadsheet, z isn't going to make a phone call...' etc etc and we all just work with each other on it. It's actually lovely. I'm 25 years into a career though and it was years before I understood myself.

I job hopped a fair bit to find an environment that worked, op you need to find the role that works for you. That may mean starting on a lower salary, it may mean doing something that's a sidestep from what you thought you'd do. By all means if you were discriminated against feel free to complain and she or whatever but also life is long! Find a job that doesn't feel like torture.

My current role has enough daily change that I don't get bored and grind to a halt, enough routine that I don't get overwhelmed, enough understanding that I'm not afraid to ask questions and enough leadership and expectations that I can't the piss. Try on a few different roles, you'll get there

I agree, so why are you doing it?

People are likely getting the impression that you respond to anything you dislike by acting like a surly teenager, and it will of course colour their responses.

You may have to accept that unless you can learn the right lessons from this then you will never be capable of developing a professional career.

May I ask, what have you learned from (as I understand it) failing your accountancy exams?

I completely disagree with this. The employer did put reasonable adjustments in place, including coaching and support.

The level of adjustment the OP was asking for would have required constant oversight and hand holding, which goes beyond what can reasonably be expected in that role.

The OP was not the right fit for the post. She was unable to work independently or meet deadlines, whether due to her communication system, her understanding of the projects, or her general approach to the work.

There were also concerns about her professional conduct after she recorded colleagues without consent and then refused to apologise, which showed little regard for company policy.

Probationary periods do not override equality or anti discrimination legislation, but they also do not prevent an employer from deciding that someone cannot meet the core requirements of the job.

Reasonable adjustments are meant to remove barriers, not to fundamentally change the nature of the role.

It’s a tough world out there for ND people. A lot of us get judged by our communication style even though we do not want to cause trouble. I understand because I went through this in my previous career (teaching). My advice is to learn how to break things down better, and then do whatever is in your control. Easier said than done though I know.

There must also be acceptance of an individuals own abilities and fit for the role. Communication in consultancy would be a key skill so if this is an area lacking then it's not the right fit.

A relative with ASD, on leaving Uni was highly aspirational about her career and initially saw every sign of non progression through the lens of prejudice/discrimination. This didn't help her at all and she was nearly sacked...thankfully she met a partner in work, who was able to advise that she move into certain roles which are analytical but repeatable and lower requirement for communication/people management. It's a win/win. The employer gets a competent worker and she has a job she can do without stress.

She has also let go of her unrealistic aspirations to be CEO. Just because someone has good academics doesn't mean they are leaders or should be in client facing roles.

So employers can help but ultimately some roles are not right..maturity is understanding that and finding what will work for you.

I second going into a more analytical role. This is what I am attempting to do for myself. Communication heavy jobs usually tire ND people a lot. It’s not worth it as long as less communication heavy roles exist.

Loads is the matter with me, but that's besides the point - I also know my limits and work in a non-managerial, low-status job, and it's fine. I always joke that I wouldn't be able to sell someone a bottle of water in the desert! I've repeatedly said on this thread that I don't think reasonable adjustments for autism are usually a recipe for success, and that unfortunately it's better to bow out of companies and sectors that don't work for you rather than forcing people to implement reasonable adjustments that they resent, because it doesn't have a happy ending. I just say this because I'm being realistic.

@Branleuse 'We are entitled to this. '

This illustrates my point earlier on.

There is a fine line between requesting adjustment and demanding one because I'm entitle to it regardless.

I think this OP. If you are communicating in a written style like this at work I could see that as being a problem.

Writing full sentences and capitalising the first word would be a start and make a big difference as to how you come across.

Perhaps you were doing that at work and are just being relaxed here?

i was communicating better at work but people complained i used ai outputs since the outputs were so polished lmao