Spoon Theory & Reasonable Adjustments


The Spoon Theory, originally conceived by Christine Miserandino to explain the experience of living with chronic illness, is a powerful analogy for understanding energy limitations. It suggests that we each start the day with a limited number of "spoons," representing units of energy. Everything we do, from basic self-care to work tasks and social interactions, costs spoons. Once your spoons are gone, you're done for the day. Unlike recharging a battery, replenishing spoons can be a slow and complex process.


Imagine a day when your energy is limited to 12 “spoons.” You use these spoons for everything from getting dressed to commuting, socialising, completing work tasks, and everything in between.


A disabled person may use four spoons before arriving at work, six more by lunch, and two while struggling to focus in a busy office. This is not to say that non-disabled people don’t struggle, but crucially, disabled people deplete their spoons far quicker and, even worse, take spoons from tomorrow’s allocation. In contrast, non-disabled people usually end their day with several spoons left.


Spoon theory is a powerful tool for understanding the invisible energy required for daily tasks. For people with disabilities, autism, or other neurodivergent conditions, tasks can be more physically and mentally demanding, leading to a faster depletion of their spoons. When I personally have fewer spoons, I find myself more prone to zoning out and experiencing sensory overload, and I may even need to pause mid-sentence to allow my brain to catch up. This can make communication and concentration incredibly challenging. Moreover, running at a deficit for days or weeks can result in long-term burnout, a state of profound exhaustion that can take weeks or even months to recover from. This can result in autistic burnout.


Reasonable Adjustments can help conserve these precious spoons, allowing people with disabilities to live more fulfilling lives, be included, and feel more able to participate fully in work and our wider society.


What are Reasonable adjustments in the workplace? Sometimes it’s just extra 1–2–1’s & supportive peer support. Other examples include but are not limited to:



When individuals have the tools and support they need, they are less likely to experience burnout and feel more able to participate and share their ideas and experiences by bringing their unique perspectives, which often contribute to creative problem-solving.


Managers, engage, equip, and encourage your staff with an open mind. Contact the HR, Occupational Health, or EDI teams for support if you are unsure what is reasonable.


💡 Learn more about reasonable adjustments:


https://www.disabilityrightsuk.org/resources/access-work

https://www.acas.org.uk/reasonable-adjustments

https://www.nhsemployers.org/publications/making-workplace-adjustments-support-disabled-staff


Written by John Hugill

September 2024