The Department for Work and Pensions (DWP) has issued detailed guidance about the support available to individuals with neurodivergent conditions, such as ADHD and autism, both in the workplace and beyond. This guidance aims to assist many who may be unaware they have such a condition and to highlight the specialist assistance accessible to them.
Neurodivergence, an umbrella term encompassing a range of brain-based differences including dyslexia, dyspraxia, dyscalculia, autism, Tourette’s syndrome, and attention deficit hyperactivity disorder (ADHD), affects approximately one in seven people in the UK - more than 15 per cent, according to NHS estimates. The British Dyslexia Association estimates that between 10 million and 13.5 million people in the country are neurodivergent.
The issue gained attention this week after Bedford Labour MP Mohammad Yasin queried the effectiveness of employment support for young autistic and ADHD individuals not in education, employment, or training, particularly those not meeting the criteria for intensive specialist support.
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Under the Equality Act 2010, neurodivergent individuals may be considered to have a protected disability if their condition substantially affects their daily activities over the long term. However, many do not view their neurodivergence as a disability but as a difference that can offer unique perspectives and valuable contributions to employers.
According to ACAS, a formal diagnosis is not required for an employee to be regarded as disabled under the law. Employers are advised to provide support and reasonable adjustments regardless of whether an employee has a formal diagnosis. While employers may request evidence, such as an NHS diagnosis letter, employees are not legally obliged to provide such proof and may choose not to disclose a diagnosis for personal reasons.
Responding to the parliamentary question on 8 September, Stephen Timms, Minister of State for Equalities, detailed the range of employment support offered by DWP to autistic and ADHD individuals. These include the voluntary Supported Employment programme, Connect to Work, which aids disabled and health-impaired individuals in securing and maintaining employment. Connect to Work features a specialised pathway for neurodivergent participants and aims to support around 300,000 people by 2030.
Additionally, approximately 1,000 Pathways to Work Advisers provide personalised assistance to disabled and neurodivergent customers within Jobcentres, helping to overcome barriers to employment and access wider skills support. The Access to Work grant scheme offers discretionary funding to enable workplace adjustments that go beyond an employer’s legal responsibilities.
The Disability Confident scheme administered by DWP encourages employers to foster inclusive workplaces and supports recruitment, retention, and development of disabled employees. In 2025, DWP established an independent advisory panel of experts, including those with lived neurodiverse experiences, to explore the challenges faced by neurodivergent people in employment. The panel’s report and DWP’s forthcoming response are expected to be published soon.
Earlier this year, DWP also funded a limited series of neurodivergence masterclasses via ACAS, aimed at increasing employer and manager confidence in supporting neurodivergent employees, with over 1,800 employer representatives attending.
The Chartered Institute of Personnel and Development (CIPD) emphasises that all teams are neurodiverse and advocates for a person-centred approach to support. Creating a culture of psychological safety is vital so that individuals feel comfortable requesting adjustments without fear of stigma or comparison. CIPD highlights that miscommunication and assumptions can hinder effective support, urging tailored conversations to understand each person’s unique needs.
ACAS acknowledges that many workers may not have a formal diagnosis due to concerns about stigma, lengthy NHS waiting times, or cost of private assessments. Diagnosis can occur at any stage of life and may be prompted by life events such as menopause or long covid. Regardless of diagnosis, employees exhibiting neurodivergent traits may require workplace support.
Recognising the emotional challenge posed by managing neurodivergence with or without diagnosis, ACAS recommends that UK employers create supportive environments and provide appropriate assistance to help all workers thrive at work.