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Neurodivergent employees? Here are the answers you need…

What is classed as neurodivergence?

The term neurodivergent refers to individuals whose brains function differently from the “neurotypical” norm.

What are common neurodivergent conditions?

Attention Deficit Hyperactivity Disorder (ADHD) – Impacts focus, impulse control, organisation and energy regulation.

Dyslexia – Affects reading, writing and spelling abilities, often linked to challenges with processing written language.

Dyspraxia (Developmental Coordination Disorder) – Impacts motor coordination, spatial awareness and, sometimes, organisation.

Dyscalculia – Affects understanding of numbers, mathematical reasoning and calculations.

Are employees meant to tell me if they’re neurodivergent?

Employees are not legally required to disclose their neurodivergence and they must not feel pressured into doing so.

Under the Equality Act 2010, employees are protected from being forced to share medical or neurological conditions.

However, if an employee voluntarily discloses that they are neurodivergent, the employer has a legal duty to consider and provide reasonable adjustments to support them at work.

Can I ask if an employee is neurodivergent?

Not directly…

You should never ask an employee outright if they have a neurodivergent condition. This applies during every stage of their employment, including recruitment.

Instead, you may be able to find out this information using these approaches:

Ask about workplace adjustments, not diagnoses.
Instead of asking directly, focus on support needs. Example: “Do you need any adjustments to help you to work at your best?”

Use anonymous diversity surveys.
Include neurodivergence in voluntary workplace diversity monitoring. Example: “Do you identify as neurodivergent? (Yes/No/Prefer not to say)”

Include an optional equal opportunities form.
During recruitment or onboarding, allow employees to disclose neurodivergence confidentially for inclusivity tracking.

Discuss adjustments during performance reviews or check-ins.
Provide regular opportunities for employees to request workplace accommodations.

An employee has disclosed that they’re neurodivergent. What reasonable adjustments am I expected to make?

To determine what reasonable adjustments are required, you should ask your employees what would help them, conduct a workplace needs assessment, and look at other best practices.

Reasonable adjustments could look like…

• Providing assistive technology (e.g., speech-to-text software for dyslexic employees).
  • Allowing flexible working hours or remote work.
  • Adjusting communication styles, such as providing written instructions instead of verbal ones.
  • Offering a quiet workspace or noise-cancelling headphones for employees sensitive to sensory input.

Is there anything else important to remember?

Yes! Whatever you do, do not treat neurodivergent employees unfavourably due to their condition. This includes:

Direct discrimination (e.g., refusing to promote someone because they have ADHD).

Indirect discrimination (e.g., having rigid workplace policies that disadvantage neurodivergent individuals).

Harassment (e.g., colleagues making inappropriate comments about a neurodivergent employee’s behaviour).

Victimisation (e.g., penalising someone for requesting adjustments or making a discrimination complaint).

We can help you to create your policy on neurodivergence.

Managing anything like neurodiversity can be really tricky and it’s easy to feel like you’re standing on eggshells…

The best way to ensure coverage is to create a policy on neurodivergence or add it to your DEI policy.

If you need help with creating this, please get in touch with us today.

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