If you employ people in the UK, you almost certainly employ neurodivergent people. Roughly one in seven people is thought to be neurodivergent, which includes ADHD, autism, dyslexia, dyspraxia and more. Some of your team know. Some don't. Some have a diagnosis, some are waiting years for one, and many have simply learned to hide the struggle.
The good news is that supporting ADHD and autism at work is rarely complicated or expensive. The hard part is knowing where to start, and who to trust to help. This guide covers what support looks like in practice, what the law expects of you, and how to find a qualified provider whether you have five staff or five thousand.
Why workplace support for ADHD and autism matters
Neurodivergent employees often bring exactly what businesses say they want: pattern recognition, deep focus, creative problem-solving, honesty, and intense attention to detail. But workplaces are usually designed around neurotypical norms, such as open-plan offices, unwritten social rules, vague instructions and back-to-back meetings.
When those barriers go unaddressed, businesses pay for it quietly:
- Lost talent. Capable people leave, burn out, or never make it through recruitment because the process itself is a barrier.
- Hidden absence and presenteeism. Staff who are masking all day are exhausted, and exhausted people make more mistakes and take more sick leave.
- Avoidable conflict. A missed deadline or blunt email gets read as attitude when it is really a difference in how someone processes information.
- Legal risk. Failing to make reasonable adjustments can lead to a discrimination claim.
Support doesn't just help the individual. Clear communication, flexible working and well-structured tasks tend to improve things for the whole team.
What UK employers are legally expected to do
Under the Equality Act 2010 (England, Scotland and Wales), employers must make reasonable adjustments for employees and job applicants with a disability. ADHD and autism can both meet the legal definition of disability, whether or not the person has a formal diagnosis, if the condition has a substantial and long-term effect on day-to-day activities. Northern Ireland has its own disability discrimination legislation with similar duties.
A few points worth knowing:
- The duty to adjust is triggered when you know, or could reasonably be expected to know, that someone is affected. You don't need a diagnosis to start a conversation.
- "Reasonable" depends on the adjustment and the size and resources of the organisation, but small businesses are not exempt.
- Acas and the Equality and Human Rights Commission publish free guidance that is worth reading alongside this article.
This is general information rather than legal advice. If you are dealing with a specific situation, speak to an employment adviser or solicitor.
What good ADHD and autism support actually looks like
Most adjustments are low cost and common sense. Here are examples of what employers commonly put in place.
For ADHD
- Written summaries after meetings and clear, step-by-step task lists
- Flexible start times or a quieter place to focus
- Body doubling, regular check-ins, or project management tools that externalise deadlines
- Breaking large projects into smaller milestones with visible progress
For autism
- Clear, literal communication with expectations stated rather than implied
- Advance notice of changes to routine, meetings or office layout
- Reduced sensory load, such as noise-cancelling headphones, lighting changes or a quiet room
- A transparent interview process, with questions shared in advance
For both
- A named person to go to for support
- Flexibility on where and when work is done
- Line managers trained to have supportive, non-judgemental conversations
The right adjustments differ from person to person. That is where professional support comes in.
The types of professional support available
When internal fixes aren't enough, or you simply don't know where to begin, specialist providers can help in several ways:
- Workplace needs assessments. A trained assessor works with the employee to identify barriers and recommends specific, practical adjustments. This is often the single most useful step.
- Neurodiversity coaching. One-to-one coaching helps employees build strategies for organisation, communication, time management and managing energy.
- Manager and team training. Awareness and practical skills sessions for line managers, HR and whole teams.
- Consultancy and occupational health. Policy review, recruitment process audits and ongoing advisory support, particularly useful for larger organisations.
- Diagnostic assessments. Some employees want a formal diagnosis but face long NHS waiting lists. Some private providers offer ADHD and autism assessments, and a few work with employers directly. A diagnosis isn't required for most workplace support, so this is an option rather than a first step.
How to choose a workplace support provider
Not every provider is the same, and quality varies. Before you commit, look for:
- Relevant training and experience. Look for recognised qualifications, professional membership and a track record in the type of support you need. Where a provider offers clinical services, such as diagnostic assessments, check that they are registered with the Care Quality Commission (CQC) where required and that their clinicians hold appropriate professional registration.
- Real workplace experience. Strong credentials in one area don't automatically make someone a good workplace specialist. Ask about their experience supporting employers.
- Clear reports and outputs you can act on. You should get practical recommendations, not a wall of jargon.
- Transparent pricing and timescales. You should know the cost, the turnaround and what is included before you start.
- Genuine reviews. Look for feedback from other clients and employers, not just testimonials on the provider's own website.
- A neurodiversity-affirming approach. Support should focus on removing barriers, not trying to make someone act neurotypical.
On NeuroRegistry you can browse our UK directory of providers that offer workplace support, compare them side by side, and contact them directly.
Small business or large employer: where to start
If you run a small business
You may not have an HR team, and that's fine. Start with a conversation. Ask the person what would help, agree a few small changes, and review them after a month. If you need expert input, a single workplace needs assessment for one employee is a proportionate first step. You don't need a big programme to do this well.
If you lead a larger organisation
You have scale and, usually, more people affected. Consider auditing your recruitment and onboarding for barriers, training line managers, setting a clear adjustments process, and building relationships with providers who can support at volume. A named provider on call means a faster response when a request lands.
Don't overlook Access to Work
Access to Work is a UK government scheme that can fund support for disabled employees, including some with ADHD or autism. Depending on the circumstances, it can contribute towards things like coaching, assistive technology and specialist support. Eligibility and funding levels change, so check the current rules on GOV.UK before you plan around it. Many providers on NeuroRegistry are familiar with the process and can tell you whether their services may qualify.
Five steps to get started this month
- Open the conversation. Make it clear, publicly and privately, that support is available and that asking for it is safe.
- Review your basics. Look at your recruitment process, meeting habits and communication norms for unnecessary barriers.
- Train your managers. Even a short session on neurodiversity changes how requests are heard.
- Agree adjustments in writing. A short, shared record avoids confusion and helps if the person changes manager.
- Find a specialist provider. Use NeuroRegistry's workplace support directory to shortlist providers near you or online and request an assessment or quote.
Find workplace ADHD and autism support near you
Whether you are supporting one employee or building a neuroinclusive workplace across several sites, the right provider makes the process faster and far less stressful. Browse NeuroRegistry's directory of UK specialists offering workplace support, compare your options, and get in touch directly.
[Find workplace support providers on NeuroRegistry](https://neuroregistry.co.uk/workplace-support)
Frequently asked questions
Does an employee need a diagnosis before I make adjustments?
No. You can, and often should, start making sensible adjustments based on a conversation about what the person finds difficult. A diagnosis can help but isn't a legal prerequisite.
Can I ask an employee if they are neurodivergent?
You can create a safe environment for people to tell you, and ask what support would help. Avoid pressuring anyone to disclose, and handle anything you are told confidentially.
How much do workplace adjustments cost?
Many cost little or nothing, such as flexible hours, clearer instructions or a quieter desk. Where costs are higher, funding such as Access to Work may be available.
What is a workplace needs assessment?
A structured review, usually carried out by a trained assessor, of how an individual's ADHD or autism affects their work, ending in practical recommendations for you and the employee.
How do I know a provider is reputable?
Check qualifications and professional membership, ask about workplace experience, read independent reviews and request a sample report or clear scope of work before committing. For clinical services, check regulation too.
This article is general information for employers and does not constitute legal, medical or HR advice.