Reasonable Adjustments at Work for Neurodivergent Employees: Simplifying the Law

In today’s diverse workforce, it is essential for employers to create an inclusive environment that supports neurodivergent individuals. Neurodivergent employees are protected by the Equality Act 2010 in the United Kingdom. This legislation triggers legal duties on employers to ensure that neurodivergent individuals are not substantially disadvantaged in the workplace due to being neurodivergent. To achieve this, employers may need to make reasonable adjustments to level the playing field and provide equal – or rather equitable – opportunities. Failure to do so can lead to potential claims of discrimination, with compensation awards being unlimited in the tribunal. But there are huge benefits to supporting your neurodivergent employees properly. The British Dyslexia Association carried out research which concluded that reasonable adjustments in the workplace brought the employer returns of at least £20,000 in terms of increased productivity and sales and reduced staff turnover.

Understanding the Law: ADHD, Autism etc as a Disability

Under the Equality Act 2010, Autism, ADHD and other neurodivergencies such as Dyslexia and Dyspraxia can be considered a disability. This means that employers have legal obligations when they know or should reasonably know that a worker, including job applicants, is neurodivergent. These obligations require employers to make reasonable adjustments to accommodate the needs of neurodivergent individuals, ensuring they are not significantly disadvantaged in the workplace.

Navigating Challenges: Simplifying the Process

While the legal framework surrounding reasonable adjustments can be complex, it is essential to simplify the process to ensure that neurodivergent individuals receive the support they need. Here are some key points to consider:

  1. Legal Confirmation of Disability: Only a tribunal can legally confirm whether an individual meets the legal test for disability. However, employers should proactively identify potential needs and engage in open and supportive dialogue with their employees.
  2. Formal Medical Diagnosis: Contrary to popular belief, a formal medical diagnosis is not always required to establish the presence of a disability. Employers should focus on understanding an employee’s individual needs and providing appropriate support.
    Waiting Lists and Limbo: The lengthy waiting lists for National Health Service (NHS) assessments can leave individuals in a state of uncertainty. Employers should be proactive in their approach, providing support and making reasonable adjustments based on self-disclosure and the individual’s expressed needs.
  3. Individualised Adjustments: Adjustments for neurodivergent employees can vary greatly from person to person. Even after receiving a diagnosis, individuals often need guidance and support to identify the specific adjustments that can help them thrive in their roles. Employers should foster an open dialogue to explore and implement the most effective accommodations.
  4. Tribunal Determination: Only a tribunal can decide what adjustments are considered “reasonable” in a specific case. However, employers should be proactive in seeking advice and guidance from relevant sources, such as occupational health professionals, disability advisors, or advocacy organisations specialising in neurodiversity.
  5. Access to Work: Access to Work is a government scheme in the UK that provides funding for support services to help individuals with disabilities in the workplace. While this resource can be valuable, it should be seen as additional support, not a substitute for making reasonable adjustments within the organisation. It is worth noting that the application process for Access to Work can take up to six months, so timely action is crucial.
  6. Promoting Inclusion: Creating a Neurodivergent-Friendly Workplace

To foster an inclusive environment for neurodivergent employees, employers can take several proactive steps:

  1. Raise Awareness: Educate staff about neurodiversity to reduce stigma, increase understanding, and promote a culture of empathy and support.
  2. Flexible Working Arrangements: Provide flexibility in working hours, remote work options, or adjustable breaks to accommodate the needs of neurodivergent employees, who may thrive in different environments or require additional time for focus and self-care.
  3. Sensory Considerations: Create a sensory-friendly workplace by minimising distractions, offering noise-cancelling headphones, providing designated quiet spaces, and implementing ergonomic adjustments to promote comfort and productivity.
  4. Clear Communication: Ensure that instructions and expectations are communicated clearly, using visual aids, written materials, and concise language. Regular check-ins and providing opportunities for questions and clarification can also be beneficial.
  5. Task Organisation and Support: Implement strategies for task prioritisation, time management, and organisational support, such as using task management tools, breaking down complex projects, or providing mentorship or coaching.
  6. Training and Development: Offer training sessions and workshops to equip managers and colleagues with knowledge and skills to support neurodivergent individuals effectively. This can include understanding the strengths and challenges associated with the relevant neurodivergency and fostering an inclusive and supportive team environment.


Creating a workplace that supports neurodivergent employees is both a legal obligation and an opportunity to cultivate an inclusive and diverse workforce. By understanding the legal framework, simplifying the process, and implementing reasonable adjustments, employers can provide an environment that allows neurodivergent individuals to thrive and contribute their unique talents and perspectives.