Giving a voice to individuals with apraxia of speech
A guide to speech apraxia for employers
Introduction
The value of diversity in organisations is now widely recognised, and speech apraxia is part of that diversity. People with speech apraxia can bring a wealth of talent, skills, and unique perspectives to your organisation.
However, standard ways of working are rarely developed with people who have speech apraxia in mind. The good news is that small, thoughtful adjustments can make a big difference. And often, those changes benefit many others in your workplace too.
So, whether you’ve just hired someone with speech apraxia, have a team member who does, or want to make your recruitment processes more inclusive, here’s how you can help them thrive.
Challenging Situations
Some workplace situations may be more challenging for people with speech apraxia:
Introductions: Going around the room on the first day or during meetings can be difficult. Anxiety about being “put on the spot” can make speech harder.
Meetings: Turn-taking, interruptions, and fast-paced discussions can make it hard to get a word in. Some people with apraxia may need extra time to prepare or may use alternative ways to share input.
Video calls: Delays, overlapping speech, or needing to self-monitor on screen can add to communication effort.
Phone calls: Without visual cues, calls can be particularly challenging. Using scripts or set phrases may not be helpful, as speech can break down when flexibility is needed.
Public address systems (intercoms, tannoys, radios): Speaking in these contexts, especially when reading aloud, can be difficult.
One-to-one reviews & job interviews: These already stressful situations can add extra pressure. Someone with apraxia may worry that their speech is being judged as a reflection of their competence.
Broaching the topic
Talk to the person sensitively to find out if they have concerns about speaking at work. You might say something like:
I’ve noticed you don’t always get the chance to say as much in meetings. Is there anything we could do to make it easier for you to take part?”
“I really value your input—are there ways I can support you to share your ideas more comfortably?”
Speech apraxia can be something a person feels self-conscious about, so showing openness matters. Some people may be happy to talk openly about it, while others may be more reserved. Even if they’ve mentioned it, that doesn’t mean they want to share it with everyone. Respect their choice, but by signalling your willingness to listen, you make it easier for them to raise concerns.
You might ask how they’d like you (and colleagues) to respond if speech becomes effortful, or whether they’d prefer adjustments
Reasonable Adjustments
Adjustments may help such as:
Being invited to speak early in meetings, before anxiety builds up.
Having the Chair summarise contributions so that the message is clear even if speech breaks down.
Using alternative channels (e.g., notes, slides, emails) alongside speech.
Encourage training and opportunities in areas that play to their strengths, including those they may previously have avoided due to speech demands. The best way to help someone fulfill their potential is to show you value them for who they are, not just how they speak.
What else may help
Allowing extra time in meetings.
Offering alternative ways to contribute (e.g., written input, pre-recorded messages, shared documents).
Adjusting expectations for phone or public-speaking roles if they are not essential.
Providing communication-friendly environments (quiet spaces, reduced background noise, respectful turn-taking).
here may be simple changes that make a huge difference to how an employee performs and feels at work. The best approach is to discuss adjustments openly and ask the person what would help.
Adjustments: Your Duty
If you know or could reasonably be expected to know that an employee has a disability under the Equality Act (or the Disability Discrimination Act in Northern Ireland), you may have a legal duty to make adjustments.
This duty still applies even if the person has not formally disclosed their condition. If you suspect speech is causing workplace barriers, it’s worth raising the topic sensitively.
Law, Employment, Studying, Driving, Leisure and recreation
Speech apraxia discrimination and the law
There is very little formal information and guides, specific to speech apraxia. Sites on more common speech disorders such as stammering will have better links.
Stammeringlaw - Disability discrimination and stuttering/stammering: Equality Act 2010
Great website covering all areas of e law with regards to speech but equally relevant to speech apraxia. The site contains an extensive collection of cases, real-life examples and practical material. It will be useful not only to people who stammer, but also to lawyers, employers, educators, service providers and public authorities.
Law Centres Network: Their solicitors may provide you with free advice and representation.
Universities may have FREE legal clinics staffed by students and staff from student law departments.
Equality Advisory and Support Service: Provides information, advice, and support on discrimination issues. It replaces the Equality and Human Rights Commission helpline.
Home | Disability Law Service : May be able to provide free legal advice to disabled people and representation where appropriate
Citizens Advice: They can help you negotiate with an employer and may, in some cases, be able to represent you at a hearing
Equality Advisory and Support Service: Provides information, advice, and support on discrimination issues. It replaces the Equality and Human Rights Commission helpline.
Home | Disability Law Service : May be able to provide free legal advice to disabled people and representation where appropriate
Citizens Advice: They can help you negotiate with an employer and may, in some cases, be able to represent you at a hearing.
Financial support-Benefits
You may be eligible for certain benefits
Personal Independence Payment - Citizens Advice , Scope Preparing for your PIP assessment | Disability charity Scope UK , or Turn2Us Turn2us Benefits Calculator guidance Personal Independence Payment (PIP): How to claim - GOV.UK
Benefits and financial support if you're disabled or have a health condition - GOV.UK
Financial support for individuals with Primary Progressive Apraxia of Speech
Studying- financial support
Do not limit your course choice due to speech apraxia. Think what would like to study first and then get connected with any support you may need. Courses where here may be a large speaking element are equally accessible with the right support.
You can get a range of support at college or university.
Further Education (College): Support is usually through Learning Support or Disability Services. You might also qualify for Access to Work if you’re doing a traineeship or apprenticeship.
For university Disabled Student Allowance is not usually repayable, covers essential disability-related costs, and can include a laptop, accessories, and software.
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Driving and passengers
Having speech apraxia should not in itself stop you learning to drive or getting a licence however you might need some additional checks especially if you have other health conditions.
If your dyspraxia is caused by a stroke, you normally must not. drive a car for at least a month. You should always check with your driving authority/ insurance/ doctor if you have any concerns or need to declare any conditions.
You may want to carry
- Personal details: name, emergency contact and key medical notes that responders can read quickly.
- Communication preferences: plain-English prompts explaining how you prefer to be addressed, supported or calmed.
- Pain map images: simple body diagrams so you can point to where it hurts without speaking.
The Blue Badge scheme (UK)
The Blue Badge scheme provides a range of parking concessions for people with severe mobility problems who have difficulty using public transport. The scheme operates throughout the UK.
The concessions apply to on-street parking and include free use of parking meters and pay-and-display bays. Badge holders may also be exempt from limits on parking times and can park for up to three hours on single and double yellow lines as long as they are not causing an obstruction (except where there is a ban on loading or unloading or other restrictions).
While the scheme operates throughout the UK, there are small variations in its application in Wales, Scotland and Northern Ireland.
Reasonable adjustments at the practical test web info
Mobility centres
There are a number of accredited mobility centres around the country which can offer information, advice and help on driving with a disability. They will also be able to carry out a full assessment of your driving skills, especially if you have lost confidence in your driving ability. This can identify any problems and help you find ways of dealing with them. At some centres you can also be assessed for a pavement vehicle, scooter or wheelchair. An assessment costs upwards of £45.
The mobility centre can advise on any adaptations to your vehicle that may be necessary to enable you to drive after a stroke. Some centres also give driving lessons to help you regain confidence or to help you learn to manage an adapted vehicle.
Queen Elizabeth’s Foundation Mobility Centre can give you a list of accredited mobility centres in England and Wales. They can also send you a list of conversion specialists if you need adaptations. Similarly, MAVIS (Mobility Advice and Vehicle Information Service) can offer information and advice on all aspects of driving after a stroke, as well as assessments and details of other accredited mobility centres and conversion specialists.
Contacts
DVLA
Drivers’ Medical Unit
Longview Road
Swansea
SA99 1TU
Tel: 0870 600 0301
British Insurance Brokers Association
BIBA House
14 Bevis Marks
London
EC3A 7NT
Tel: 020 7623 9043
Leisure and recreation
Children
It is important to include children in sports options at home and at school. Not only can it provide a break from therapy but also can be essential in improving their mental health. You may need to adapt certain things for example, they may need to use AAC or hold up a card rather then shout.
Physical and sports rehabilitation in speech therapy: psychophysiological aspect
Khrabra, S., Barladin, O., Vakulenko, L., Grushko, V., & Patsula, I. (2025). Physical and sports rehabilitation in speech therapy: Psychophysiological aspect. Scientific Journal of Dragomanov Ukrainian State University. Series 15: Scientific and Pedagogical Problems of Physical Culture (Physical Culture and Sports), 3(189), 168–171. https://doi.org/10.31392/UDU-nc.series15.2025.03(189).31
Sports rehabilitation for speech disorders in children, in particular, the psychophysiological effect of the use of physical exercises and sports to improve the condition of children with speech disorders is substantiated. The use of physical and sports rehabilitation in speech therapy is a modern approach aimed at rehabilitation, covering not only speech functions, but also the general physical and emotional state of the child.
Adults with acquired speech conditions
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The We Are Undefeatable app gives you free tailored exercise programmes that can be completed anywhere, anytime, and are suitable for a range of health conditions, no matter where you are in your journey
Phone calls
Relay UK - homepage | Relay UK
Helping people with hearing and speech difficulties communicate with anyone over the phone, using the national relay service.
Using phone/calls to emergency services +general communication tips.
Help with using the phone
There are services that can help if you're looking for ways to make phone calls easier. Check out Stamma.org guides for:
Using the 'Text Relay' service
Other communication tips
- Carry a card that explains you have PPAOS/AOS/CAS and that it affects speech, not understanding.
- Carry identification and emergency contact information.
- Carry paper and a pen or use a smartphone or tablet to write or type messages.
- Use drawings, pictures or photos to help you share your message.
- Use gestures or point to objects when it is hard to speak.
Speech apraxia and the workplace
These web links relate to stammering but are highly relevant to speechapraxia.
Employment - Stammeringlaw - Disability discrimination
Stammering Discrimination and the Law amended 14 June 2019_1.pdf
Are you looking for work or considering a change in your career?
Do you want to know if, how, and when you should talk about your speech apraxia? Are you worried about whether employers will assume you don’t have “good communication skills”?
If you’re applying for a job, focus beyond your speech difficulties. Highlight your skills, knowledge and experience—they are what define you as an applicant.
Presentations
Presenting “well” is about engaging content, not perfect speech. Many fluent speakers fail to connect with audiences. People will remember your ideas, not minor speech difficulties.
Video calls
Seeing yourself on screen and coping with overlaps can be tiring. Options include:
Explaining briefly at the start that speech can take more time.
Using the hands-up function to show you want to speak.
Hiding self-view if seeing yourself adds pressure.
Talking to colleagues about your apraxia
Colleagues may or may not notice your speech apraxia. They might not know how to bring it up. By explaining it in your own words, you can help them understand.
You might start with a supportive colleague or your manager. Be honest about what tasks you find challenging—for example, fast-paced meetings, making phone calls, or giving presentations.
You can also let them know how best to support you. For example: giving extra time to speak, not interrupting, or allowing alternative ways of contributing.
Meetings
Introductions, fast turn-taking, and interruptions can be challenging. You could:
Ask to speak early in the agenda.
Let others know you may need more time.
Use gestures or the “raise hand” function on video calls.
Follow up with written notes if you didn’t get to say everything.
Asking for “reasonable adjustments”
Asking for “reasonable adjustments”
REASONABLE ADJUSTMENTS AT WORK FOR PEOPLE WHO STAMMER
Are employers legally bound to make adjustments?
Yes. Under the Equality Act and the Disability Discrimination Act (NI), employers must make reasonable adjustments if they know—or could reasonably be expected to know—that you have a disability.
Even if you don’t think of yourself as “disabled”, you can still ask for adjustments if apraxia affects your day-to-day communication.
Workplace challenges and tips
Using the phone
Phone calls can be harder without visual cues, especially in open-plan offices. Ask for options such as using headsets, quieter spaces, or relying more on written communication.
Working from home
Remote work can reduce speaking demands, but it may also increase isolation. Make time to connect with colleagues in ways that feel comfortable for you.
Should I mention my speech apraxia?
Should I mention my speech apraxia?
Asking for “reasonable adjustments”
You don’t have to tell an employer about your speech apraxia on an application form. Some people choose not to mention it until they are invited to interview, reducing the chance of bias early in the process.
On the other hand, if the organisation values equality, diversity and inclusion, mentioning it upfront could strengthen your application. Some employers actively encourage people with differences or disabilities to apply.
Speech apraxia can be considered a disability under the Equality Act and the Disability Discrimination Act (NI). This means you may be entitled to reasonable adjustments.
If you’re asked to complete an equality monitoring form, you can mention it there. These forms are usually anonymous and stored separately from your application.
If you do decide to mention it, highlight the strengths that living with apraxia has given you: resilience, persistence, empathy, problem-solving, adaptability.
Excellent communication skills
Should I mention my speech apraxia?
Excellent communication skills
Job adverts often list good/excellent communication skills as essential. Don’t let this discourage you.
Good communication is not just about how speech sounds. People with speech apraxia may take longer or need more effort to get their words out—but they can still be clear, engaging, and effective communicators.
Communication is about:
Sharing the right information at the right time.
Listening and responding thoughtfully.
Using different methods—speech, writing, gesture, technology.
Employers need staff who can:
Use words thoughtfully.
Analyse, write and present information.
Build rapport with colleagues and clients.
Manage change and solve problems.
Listen and interpret.
Lead, collaborate, and motivate teams.
These are all communication skills. Having speech apraxia doesn’t take them away—you still have a lot to offer. Many organisations now understand the value of diversity, and speech differences are part of that.
Workplace challenges and tips
Should I mention my speech apraxia?
Excellent communication skills
Some parts of your job may not have been designed with speech apraxia in mind. You have the right to ask for changes that make communication easier. These are called reasonable adjustments.
Examples of adjustments:
More time to contribute in meetings.
Alternatives to phone-based tasks, or use of a quiet space for calls.
Using written methods (email, chat, shared documents) instead of speech-heavy formats.
Flexible working to reduce fatigue from speech effort.
Colleagues introducing you in client-facing situations.
Access to speech and language therapy, or time off to attend therapy.
Employer-funded communication training or technology.
Think about what would help you, then discuss this with your manager. You could also use a reasonable adjustments request form to support your discussion.