Make it easier to ask for help. Make it easier to respond well.
Judy is NDaccommodations' neurodivergent support agent, launching now. Her first focus is workplace accommodations: helping people organize what they need, prepare to talk with their employer, and find a human path forward when the conversation gets difficult.
Bringing Judy to work gives employees an affirming place to start and gives your team a clearer way to engage. The employee chooses what to share; your organization still reviews each request and decides what support is appropriate.
ND support for the moments when a workplace conversation matters.
Launching now · workplace accommodations firstA supportive starting point for employees. A more useful conversation for employers.
Judy helps a person put a difficult situation into words: what is happening at work, what would help, and what they may want to ask for. The person can use that preparation to start a conversation with HR or a manager.
NDaccommodations also offers a route to human support for accommodation planning and mediation. Judy does not diagnose, decide whether an accommodation is reasonable, or replace the employer's own process.
See what Judy can do →Better support begins before a request becomes a crisis.
A workplace partnership can make the first step clearer for employees and the next step clearer for your team.
Room to prepare
People can organize their needs in their own words and at their own pace before deciding what to share at work.
A clearer starting point
A structured summary can help your team understand the request, ask relevant questions, discuss options, and record what happens next.
Support around the process
NDaccommodations can scope human mediation, manager guidance, and an ND-affirming approach to workplace accommodations with you.
The employee starts. Your team stays in the conversation.
Prepare
An employee uses Judy to describe the barrier and consider what support might help.
Share
If they choose, the employee brings a summary or letter to your team. A spoken request also deserves attention.
Discuss
Your team talks with the employee, considers effective options, and requests only information needed for that review.
Follow through
Record the decision and next steps. If the conversation stalls, NDaccommodations can discuss human-supported mediation.
Judy helps prepare and organize. She does not make the employer's accommodation decision or guarantee an outcome. EEOC guidance on responding to requests ↗
Questions we expect you to ask.
We can walk through your policies, privacy needs, and a practical rollout together.
What should we do if an employee brings us a Judy letter?
Treat it as a starting point for a conversation about what the employee needs at work. A request does not have to use legal language or arrive in writing. Respond promptly, discuss effective options, and follow your accommodation policy. If the need is not obvious, ask only for reasonable information needed to evaluate it. Read EEOC guidance ↗
Is Judy assistive technology?
Judy is a digital ND support tool. Assistive technology and software can be part of an individual workplace accommodation, but Judy is not automatically an approved accommodation for every employee or job. Consider any proposed use through your usual individual review. Explore JAN's assistive technology guidance ↗
Does Judy replace HR, a clinician, or legal counsel?
No. Judy helps a person prepare and communicate. Employers remain responsible for their decisions and the dialogue with employees. NDaccommodations can discuss human-supported services separately; Judy does not provide a diagnosis or legal advice.
What information would our organization receive?
For an employee-led request, the employee decides what to bring to you. For an organization-wide partnership, access, data handling, privacy controls, and any reporting would be agreed before a rollout. We will not assume that a workplace chat should be shared with an employer.
Is Judy ready for an employer rollout?
Judy is launching now. You can meet her today and discuss an employer pilot or services partnership with our team. We will scope the actual features, human support, privacy requirements, and timing with you before making a rollout commitment.
Bring Judy to work with the right human support around her.
Tell us whether you are exploring an employee support pilot, accommodation and mediation services, or an ND-affirming review of your current process. We will shape a proposal around your team rather than assume a one-size-fits-all deployment.
The first conversation is about fit: the people you serve, the support you need, how employees would reach Judy, and what your team would do when a request arrives.
Talk with our team →Tell us what your team needs. We'll plan the next step together.
Use this form to ask about bringing Judy to work, human-supported mediation, or an ND-affirming accommodation process. We will follow up to learn what fits your team.
What happens next
We will review your note and reach out to discuss the right starting point for your organization.
Please do not include an employee's private health information in this inquiry.
Make it easier for people to ask — and for your team to respond.
Meet Judy, then talk with us about an employer partnership that fits your people and your process.
Meet with us →