The Equality Act 2010 includes making adjustments at work for Neurodivergents (ND). UK Employment Tribunal ND cases have increased 95% in last 5yrs so companies need to be compliant. Remember ‘One-size-fits-all’ systems can become discrimination in a tribunal. Payouts are uncapped. Reasonable adjustments mean removing barriers for staff with ADHD, Autism, Dyslexia, Dyspraxia, Tourette’s, etc.. to ensure staff can thrive, not struggle. Many well known companies have been paying the price of ignoring this Act.
20% of adults are estimated to be Neurodivergent. Most teams consist of Neurodivergent employees, that management or colleagues are or are not aware of. No diagnosis is necessary but if management are informed of ND struggles, adjustments ARE a legal requirement in The Equality Act 2010.
Behind the corporate mask, even senior Neurodivergent professionals often feel they are on the edge of a humiliating professional catastrophe. People-pleasing, pretending to understand, RSD and working to the point of total exhaustion to protect themselves are very common. Then burnout and quiet exits occur. Talent is lost before anyone thinks to ask why.
Management blind spots can cause costly legal disputes, usually stemming from rigid workplace structures and systemic friction, not malice. An expert Neurodivergent Work Coach can help highlight these areas for better results. Here are some examples of low cost/zero cost ND adjustments:
* Clear Shift Patterns:
Shorter, regular shifts with a predictable timetable planned well in advance and breaks must be taken
* Protected Focus Time:
Eliminate constant workplace distractions by creating routine
* Explicit Communication: Swapping vague, informal chats for structured, written bullet points to avoid RSD
* Acknowledge ND Sensitivity: Noise, Light, Smell, Seating Plans, Heat/A/C
* Nervous System Adjustments:
Shorter Feedback loops, Agendas, Quieter Breaks offsite, Priorities
* Educating Staff and their Managers on How a Neurodivergent Brain works
Many Neurodivergent employees possess remarkable strengths, from advanced pattern recognition and deep focus to innovative thinking. However, despite these abilities, they frequently encounter workplace obstacles—including stigma, insufficient accommodations, and inflexible processes. By making low cost adjustments, companies harness the exact ND traits that fuel massive competitive advantages. With the right environment, a thriving Neurodivergent is like dynamite. How? Managers report:
* 80% reference hyperfocus
* 78% highlight creativity
* 75% point to innovative thinking
* 70% mention loyalty (low staff turnover
Companies pay for this through their Training Budgets or may qualify for the Access to Work grant. This includes seminar training (online) to managers, teams, my Workplace Strategy Coaching with you/them or Co-Coaching with you/them and a line manager, so the work situation will improve.
Access To Work is a UK government programme that grants up to £62,900 per annum to support people with a physical or mental health condition or disability to take up or stay at work.
You will need to identify the employee who could benefit from this support and click on the link below to see if funding is possible.
If you are the employee, receiving an Access to Work grant won’t affect any other benefits received nor does it need repaying back. Your employer may need to pay some costs upfront & claim them back later. If you have yourself received Access to Work funding I will match any quotes. I currently work with large companies, coaching about and with their Neurodivergents. Please email me with your requirements and we can have a conversation about how that can work/costs. Click Here for Eligibility (https://www.gov.uk/access-to-work/eligibility)
As an Associate Coach I bring in my own first hand knowledge and experience of the Corporate world of London Ad agencies. My own story is a video on the brilliant resource UNVAELD to redefine normal in the workplace. I talk about how my undiagnosed ADHD (I now realise is AuDHD) affected me at work and what came from the masking and not knowing what was going on. Burnouts. It is 8mins long and an honest recount. I used to be a Zombie on the weekends – Never knew why. It makes sense now that my social battery was flat, as I hadn’t realised what I needed, to even be able to ask for ND accommodations.
Commercial Director of Ad Agency group with my Undiagnosed ADHD
