Neurodivergent employees?
Here’s what you need to know.
Supporting neurodivergent people at work doesn’t have to be complicated—but it does need to be thoughtful. Whether you’re hiring, managing, or building a more inclusive culture, here are the key things to be aware of.
So, what does neurodivergent mean?
Neurodivergent simply means that someone’s brain works a little differently from what’s seen as “typical.” That can show up in all sorts of ways—and isn’t a negative thing. It’s just different.
Common examples of neurodivergence
There are lots of types of neurodivergence, but here are a few you might come across in the workplace:
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ADHD – Often affects focus, impulse control, organisation and how someone regulates their energy.
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Dyslexia – Can make reading, writing and spelling more difficult, often linked to processing written language.
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Dyspraxia (also known as Developmental Coordination Disorder) – Impacts physical coordination, spatial awareness and sometimes organisation or planning.
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Dyscalculia – Affects understanding of numbers, calculations, and mathematical reasoning.
Do employees have to tell me if they’re neurodivergent?
Nope. There’s no legal obligation for someone to disclose their neurodivergence. And they absolutely shouldn’t be made to feel like they have to.
Under the Equality Act 2010, employees are protected from having to share anything about their medical or neurological conditions if they don’t want to.
But—if someone chooses to share that they’re neurodivergent, it does trigger a legal duty for you as the employer to consider reasonable adjustments to support them at work.
Can I ask if someone’s neurodivergent?
Not directly.
It’s never OK to ask someone outright if they’re neurodivergent, whether they’re applying for a job or have been with you for years.
Instead, take a supportive, inclusive approach by focusing on what might help them thrive, rather than labels or diagnoses.
Here’s how to do that:
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Ask about adjustments, not conditions
Try something like: “Is there anything we can put in place to help you do your best work?” -
Use anonymous diversity surveys
For example: “Do you identify as neurodivergent? (Yes / No / Prefer not to say)” -
Offer an optional equal opportunities form
This gives people the chance to share anything they’d like you to be aware of at the recruitment or onboarding stage—confidentially. -
Check in regularly
Use one-to-ones or performance reviews as a chance to talk about any support needs or potential adjustments.
One of my employees has shared that they’re neurodivergent. What should I do next?
First of all—thank them for trusting you.
Then, work with them to figure out what might help. You could:
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Ask them directly what would make things easier.
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Carry out a workplace needs assessment.
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Look at best practice examples from other businesses.
Here are some examples of reasonable adjustments you might want to consider:
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Assistive tech (like speech-to-text software for someone with dyslexia)
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Flexibility around working hours or remote work
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Clear written instructions instead of only verbal ones
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A quiet workspace or noise-cancelling headphones
What’s “reasonable” will depend on your business setup, but the goal is always to create a supportive environment where people can do their best work.
Want help creating your approach to neurodiversity?
You don’t have to figure it all out on your own.
I can help you create a neurodivergence policy or add it into your wider DEI strategy—making sure your team feels safe, supported and set up to succeed.