Supporting neurodiversity in the workplace
Employers have a legal duty to make reasonable adjustments for disabled employees under the Equality Act 2010. These adjustments aim to ensure that disabled and neurodivergent employees are not put at a disadvantage at work.
What counts as a reasonable adjustment?
Reasonable adjustments will vary depending on the circumstances but may include:
- Providing training in different formats or allowing extra time for tasks
- Making physical changes to the workspace such as lighting or layout
- Offering flexible or alternative work patterns
- Adapting equipment or providing accessible software
Understanding neurodiversity
Neurodiversity refers to the natural variation in how people think, learn, and process information. It includes conditions such as ADHD, autism, dyslexia and dyscalculia. These may or may not meet the legal definition of disability but can still warrant reasonable adjustments to support inclusion and productivity.
Barriers employers face
According to a recent ACAS survey, many employers struggle to make adjustments for neurodivergent staff. The most common challenges include:
- Employees not disclosing their need for adjustments
- Lack of line manager knowledge on how to support neurodivergent employees
- Limited organisational awareness about neurodiversity
- Difficulty initiating conversations about adjustments
New ACAS guidance now available
ACAS has published new advice to help employers support neurodivergent staff, make reasonable adjustments, and foster inclusive workplaces. The guidance includes practical steps for line managers, HR professionals and employers.
Read the full advice on the ACAS website.
Need help with inclusive workplace practices?
We help employers understand their duties under the Equality Act, deliver neurodiversity training, and implement practical workplace adjustments. Speak to our team for support.
