Not every neurodivergent employee feels comfortable asking for support at work. In an Acas poll of 1,650 line managers, 72% identified employees not disclosing their need for reasonable adjustments as a barrier to offering support.
When support depends on employees asking for it, those who don't feel comfortable speaking up may miss out. This guide explains what neurodivergence means, why workplace support often falls short, and seven practical ways to support neurodivergent employees, with or without a diagnosis.
A neurodivergent employee is someone whose brain processes information, learns or communicates differently from what's considered typical. Common examples include autism, ADHD, dyslexia and dyspraxia.
No two neurodivergent employees are the same. Two people with the same diagnosis can have completely different strengths, challenges and working preferences.
Not all neurodivergent people consider themselves disabled. However, some may meet the legal definition of disability under the Equality Act 2010, meaning their employer may have a duty to make reasonable adjustments.
Reasonable adjustments are a legal requirement for employers in certain circumstances. But supporting neurodivergent employees goes beyond meeting legal obligations.
Reasonable adjustments address individual needs, while broader neurodiversity support helps make the workplace more inclusive for everyone. Both are important.
Many organisations recognise the importance of neuroinclusion but don't always have the right policies and processes in place to support it.
CIPD research found that only 37% of neurodivergent employees surveyed felt their organisation provided meaningful support. This highlights a significant gap between the support organisations may offer and what employees experience.
Three common barriers may help explain this:
If you haven’t received many adjustment requests, don't assume employees don't need support. Some may feel uncomfortable speaking up or may not know what adjustments are available. Regular feedback can help you understand whether your current approach meets their needs.
In October 2026, the government-commissioned Expert Academic Panel on Neurodiversity published its final report. It recommends support based on individual needs, regardless of diagnosis, and workplace practices that consider everyone's needs from the outset.
Here are seven practical steps you can take to create a more inclusive workplace.
Some employees are waiting for an assessment. Others have never sought one. Some simply don't want a label.
Requiring proof of a diagnosis before discussing adjustments may discourage employees from asking for support. Make it clear that anyone can discuss changes to how they work, with the focus on their individual needs.
Start by reviewing your policy wording. A simple statement such as ‘You don't need a diagnosis to ask for changes to how you work’ can help employees feel more comfortable requesting support.
Don't rely on employees disclosing their neurodivergence before discussing their needs. Include a short conversation about working preferences during onboarding and regular one-to-ones with every employee. Ask questions such as:
Record their preferences in a document they can access and choose to share with a new manager. This isn't just about neurodiversity. It's about understanding how each employee works best.
Line managers play an important role in creating an inclusive workplace. They hold one-to-ones, set deadlines and help employees access the support they need.
Awareness alone isn't enough. Managers need to know how to open the conversation, which adjustments may be appropriate and when to involve HR. A short course such as Ciphr's 15-minute neurodiversity microlearning module can provide a starting point before you add deeper training.
Unclear communication can create unnecessary barriers for neurodivergent employees. Set clear communication guidelines for your team:
The working environment can create additional challenges for neurodivergent employees. Bright lighting, constant noise and unexpected interruptions can make it difficult to concentrate.
Even small, low-cost changes can make a difference:
Employees shouldn't have to disclose their neurodivergence to access flexible working options. Where possible, make these options available to everyone, so employees don't need to explain their personal circumstances.
Employees' needs can change over time. A new role, manager, office location or personal circumstances may mean existing adjustments need to be reviewed.
Review new adjustments after an agreed period, then check regularly whether they still meet the employee's needs. If an employee moves to another team, ask whether they'd like to share their working preferences with their new manager. This can help them avoid having to explain their needs again.
Support people can't find might as well not exist. Keep your neurodiversity policy, information about reasonable adjustments, relevant contacts and additional support resources in one place.
Signpost external support too. The government's Access to Work scheme may help eligible employees cover the cost of practical support beyond the reasonable adjustments their employer must provide.
Use events such as Neurodiversity Celebration Week in March to remind employees about the support available. It's an opportunity to raise awareness and explain where to find information and how to request help.
Clear communication also helps employees understand and use the benefits available to them. Read our guide to improving employee benefits communications.
Policies are important, but everyday management also shapes how supported employees feel. Here are some practical ways to make your workplace more inclusive:
Not sure where to start? Ask your team which aspects of their working week they find most challenging, and fix that first.
Supporting neurodivergent employees starts with understanding their individual needs and making relevant resources easy to access. FlexGenius helps you communicate available benefits, gather employee feedback and keep important information in one place.
Book a demo or download the brochure to see how FlexGenius makes employee benefits and support easier to access and manage.