Supporting Neurodivergent Employees

Neurodiversity in the workplace is a conversation we should all be having. With growing awareness and understanding, it’s important for businesses to create environments where neurodivergent employees feel supported, valued, and able to thrive.

But where do you start?

Here are the key things you need to know.

What is Neurodivergence?

Neurodivergence refers to individuals whose brains function differently from the “neurotypical” norm. This includes conditions such as:

ADHD
Impacts focus, impulse control, organisation, and energy regulation.
Dyslexia
Affects reading, writing, and spelling, often linked to challenges with processing written language.
Dyspraxia (Developmental Coordination Disorder)
Impacts motor coordination, spatial awareness, and sometimes organisation.
Dyscalculia
Affects understanding of numbers, mathematical reasoning, and calculations.

Should Employees Tell You If They’re Neurodivergent?

No employee is legally required to disclose their neurodivergence, and they must never feel pressured to do so. The Equality Act 2010 protects individuals from being forced to share medical or neurological conditions.

However, if an employee does choose to disclose, employers must consider reasonable adjustments to support them in their role.

Can You Ask If an Employee is Neurodivergent?

Not directly. Instead, create an environment where employees feel safe to discuss their needs.

Ask about adjustments, not diagnoses. Rather than asking outright, try: “Do you need any adjustments to help you work at your best?”
Use anonymous diversity surveys. Include neurodivergence in voluntary workplace diversity monitoring.
Include an optional equal opportunities form. Offer employees the chance to disclose confidentially during recruitment or onboarding.
Discuss adjustments during check-ins. Provide regular opportunities for employees to request support.

What Reasonable Adjustments Should You Make?

The best way to determine what adjustments are needed? Ask your employees. Every individual’s experience is different, so solutions should be tailored. A workplace needs assessment can also help.

Examples of reasonable adjustments include:

Providing assistive technology (e.g., speech-to-text software for dyslexic employees).
Allowing flexible working hours or remote work.
Adjusting communication styles (e.g., written instructions instead of verbal ones).
Offering a quiet workspace or noise-cancelling headphones for those with sensory sensitivities.

The Legal Side: What Not to Do

Supporting neurodivergent employees isn’t just the right thing to do—it’s the law. Be mindful of these legal pitfalls:

Direct discrimination
Refusing to promote someone because they have ADHD.
Indirect discrimination
Rigid policies that put neurodivergent employees at a disadvantage.
Harassment
Inappropriate comments or jokes about a colleague’s neurodivergence.
Victimisation
Penalising someone for requesting adjustments or making a discrimination complaint.

How We Can Help