For many neurodivergent adults, work is where things get hardest. Open-plan offices, endless meetings, vague instructions and surprise deadlines can make an otherwise capable person feel like they’re failing. The good news? In the UK, you have rights, and there’s practical help available.
What the law says
Under the Equality Act 2010, a disability is a physical or mental impairment that has a substantial and long-term (12 months or more) adverse effect on your ability to carry out normal day-to-day activities. Many autistic people and people with ADHD meet this definition, although it’s assessed case by case. You don’t need to think of yourself as disabled to be protected.
If you’re covered, your employer has a duty to make reasonable adjustments to remove disadvantages you face. Examples might include:
- Noise-cancelling headphones or a quieter workspace
- Written instructions and agendas in advance of meetings
- Flexible hours or home working
- Regular check-ins to help with prioritising
- Extra time for training or assessments
Acas, the workplace advisory service, publishes free guidance on neurodiversity at work for both employees and employers.
Access to Work
Access to Work is a government scheme that can provide a grant towards practical support, such as specialist equipment, a support worker, or workplace coaching. It also offers a mental health support service. It’s separate from your employer’s duty to make adjustments, and it’s worth applying for even if you’re not sure you’ll qualify.
To tell or not to tell?
You’re under no general obligation to disclose a diagnosis. But an employer’s duty to make adjustments usually depends on them knowing, or reasonably being expected to know, about your disability. Disclosure is a personal decision. It can depend on how safe and supportive your workplace feels, and you can choose what to share and with whom.
A grain of glitter ✨
The research base here is thinner than you might expect. A 2022 systematic review by Kirsty Lauder and colleagues found very little research on workplace-specific interventions for adults with ADHD, so many recommended adjustments rely on good sense and lived experience rather than trials. “Reasonable” is also open to interpretation, and in practice, getting adjustments can still require persistence. This post isn’t legal advice: for disputes, speak to Acas, a union or an employment adviser.
What you can do
- Make a list of what you find hardest at work, and what would help.
- Frame requests around what will help you do your job well.
- Keep a record of conversations and agreements.
- Consider coaching or therapy to help you plan and practise these conversations.
Even unicorns need the right stable to thrive. Asking for one isn’t special treatment; it’s levelling the paddock.
Further reading
- Equality Act 2010 (legislation.gov.uk)
- Acas guidance: Neurodiversity at work
- GOV.UK: Access to Work
- Lauder, K., McDowall, A. & Tenenbaum, H. R. (2022). Frontiers in Psychology