Neurodiversity support for employers and colleagues
Practical answers for employers, HR teams, managers and colleagues: support, assessments, training and accessible working.
Open a question to read the answer. General guidance helps you explore your options; it cannot diagnose an individual.
How can our organisation start supporting neurodivergent employees?
Start with a private conversation about the person’s role, strengths and barriers. Ask which tasks or working conditions are difficult and what already helps. Agree a small number of practical changes and a date to review them. DTC’s workplace resources and manager videos are a useful starting point.
Link to this questionHow can a manager support an employee with dyslexia?
Ask whether reading instructions, writing reports or taking notes creates barriers. Discuss clear step-by-step instructions, time to process information and tools that help with written work. Choose support with the employee rather than assuming everyone with dyslexia needs the same changes.
Link to this questionHow can we support an employee with ADHD at work?
Discuss where attention, planning or time management makes the job harder. Agree clear priorities, break larger tasks into manageable steps and consider fewer interruptions. Ask what works for the individual and review it together; a colleague or manager should not try to diagnose ADHD.
Link to this questionHow can we support an autistic employee at work?
Ask about communication, sensory needs and changes to routines. Clear instructions, advance notice of changes and a quieter space may help. Preferences vary: agree support with the employee rather than making assumptions about their abilities or needs.
Link to this questionHow can I help a colleague who is finding work difficult?
Listen without assigning a diagnosis. Ask what would make a particular task or conversation easier, and respect what your colleague wants to keep private. If they want further support, suggest a conversation with their manager or HR and share DTC’s workplace resources.
Link to this questionDo employees need a diagnosis before we can offer workplace support?
No. Acas advises employers to take concerns seriously and offer support whether or not someone has a diagnosis. Discuss the barriers and practical changes now. If the person wants to explore assessment, DTC can help them understand the available routes.
Link to this questionWhat are reasonable adjustments at work?
Reasonable adjustments are changes that remove or reduce disadvantages related to disability. They might involve how tasks are explained, equipment or the working environment. Employers in Great Britain have legal duties where the Equality Act 2010 applies. What is reasonable depends on the individual circumstances; use Acas guidance for your situation.
Link to this questionHow do we enquire about an assessment for an employee?
Start with the employee’s agreement and contact DTC to discuss the purpose of the assessment and the role involved. Before booking, confirm suitability, the fee, who will pay, what the report includes and how information will be shared. Do not assume an employer receives someone’s full report automatically.
Link to this questionCan we discuss corporate neurodiversity training with DTC?
Contact DTC with your team size, the audience and what you want people to learn. Ask about suitable options, availability, delivery format and a quotation before making plans. Your managers can already explore DTC’s workplace resource page and the videos on supporting neurodiversity and dyslexia at work.
Link to this questionCan Access to Work help an employee with dyslexia, ADHD or autism?
Access to Work may help eligible people get or stay in paid work in England, Scotland or Wales. Support depends on the person’s needs and circumstances. It does not replace an employer’s responsibility for reasonable adjustments, and funding is not automatic. Check current eligibility and apply through GOV.UK; Northern Ireland has a separate scheme.
Link to this questionHow can we make recruitment more accessible?
Use clear job descriptions and explain which skills are essential. Invite applicants to discuss adjustments. Consider a quiet interview space, sharing questions ahead where appropriate and alternatives that let candidates demonstrate the skills the role actually needs. Avoid judging ability from eye contact or social style.
Link to this questionHow can we make workplace meetings and training easier to follow?
Ask about access needs before the session. Share a clear agenda, use plain language and provide a short written summary of decisions and actions. Allow time for questions and processing. Agree formats with the people attending instead of assuming a single approach works for everyone.
Link to this questionShould we tell the team that a colleague is neurodivergent?
Do not announce or speculate about a colleague’s diagnosis. Discuss privately what the person wants shared, with whom and why. You can improve team communication and explain agreed working practices without revealing personal details. Refer specific confidentiality questions to your HR or data protection lead.
Link to this questionHow do we know whether workplace support is helping?
Agree with the employee what improvement would look like, then set a review date. Discuss whether the changes make tasks easier and whether anything needs adjusting. Keep support under review when the role, workload or manager changes; ask the person what information should be handed over.
Link to this questionTalk through your next step
You don’t need to choose an assessment alone. Tell DTC what you would like help understanding.
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