Getting support at work if you’re neurodivergent

Neurodivergence means your brain works differently—and that difference matters.

It might affect how you take in information, interact with others, or move through daily life. For some, it shows up as autism, ADHD, dyslexia, Tourette’s, or other ways of thinking and processing. For others, it’s harder to name—but just as real.

What’s important is: neurodivergence isn’t something to fix. It’s not less. It’s just different. And different can be powerful.

This idea comes from the wider neurodiversity movement, which sees all kinds of brains as part of human diversity—not as problems to solve, but perspectives to include.

In a more inclusive world, no one would have to ask for adjustments. But we’re not there yet. That means, too often, it falls to neurodivergent people to start that conversation. And that can be tiring.

Not everyone who is neurodivergent will need changes at work. But if you do, here are a few ways to think it through. You don’t need a diagnosis to ask for support.

Know what works for you (and what doesn’t!)

You don’t have to figure it all out at once. Start small—notice where things feel tricky, and what might make a difference. That could include:

• Sensory environment – Is noise, lighting, or temperature affecting your focus or energy?
• Communication – Do you find written instructions easier to follow than verbal ones? Or the other way round?
• Task management – What helps you keep on top of priorities or stay focused?
• Social interactions – Are certain meetings, calls or group settings overwhelming?

It can help to think beyond work.
What environments have helped you thrive in the past? What helps you recharge?

If you’ve had a diagnosis, you might have been given a report with insights or recommendations—this is all useful too.

A good place to start: the Manual of Me. It’s a simple framework to help you understand—and explain—your working style, needs and motivators.

Think about what could help

Once you’ve taken stock, you’ll have a clearer idea of the kinds of changes that could support you.

Formal adjustments

You might not see your neurodivergence as a disability. But legally, it often is—and that matters. Under the Equality Act 2010, your employer has a duty to make ‘reasonable adjustments’ so you can do your job without unnecessary barriers.

Examples could include:

• Flexing start and finish times
• Offering a quieter space to work
• Providing assistive tech like speech-to-text tools
• Setting up regular check-ins
• Communicating more clearly—like following up meetings with written actions
• Rethinking social events—so they’re not just loud, pub-based, or after hours

Informal adjustments

These are the smaller day-to-day things your manager or team can do to better support you. For example:

• Giving you a bit more time to process or respond
• Nudging you if you’ve missed a message on Teams
• Summarising next steps at the end of a meeting
• Being mindful of sensory overload and signs you might need a break

Even simple tweaks like these can have a big impact. Letting people in helps them support you better.

Ask for what you need

This can feel big. But there are ways to make it more manageable.

• Start with notes
  Writing things down first helps you organise your thoughts—and gives you something to share if you’re not ready to say it out loud.
• Choose how to share
  Would a quiet coffee feel easier than a formal meeting? Would sending an email help break the ice?
• Be clear
  You don’t need to share everything. Just enough to explain what you’re finding tricky, and how some changes could help. For example:

Find the best way forward—together

Once you’ve started the conversation, your employer might need time to consider what’s possible. They may also have suggestions or ideas you haven’t thought of.

Some requests—like formal flexible working—might involve a separate process, so they should be able to guide you through what comes next.

If the support you need involves extra costs, the government’s Access to Work scheme might be able to help with funding.

Keep things under review

Your needs might shift. Your workload might change. Life outside work has an impact too. So it’s worth checking in on your adjustments regularly—formally or informally, whatever works best for you.

Once something’s been agreed, ask for a written record. It helps you and your employer stay on the same page.