Acas has recently published new advice on neurodiversity at work
On 31 January, Acas published new advice on neurodiversity at work to help employers create inclusive organisations and to raise awareness (see link at the bottom of this update). Common types of neurodivergence include ADHD, autism, dyslexia, dyspraxia, dyscalculia and Tourette’s syndrome.
The advice notes that some neurodivergent people do not seem themselves as disabled, and may not disclose this to their employer and/or mask their condition to avoid a negative reaction. However, it is likely that their condition will amount to a disability under the Equality Act and so employers should take care to respond appropriately.
Where an employer suspects that an employee is neurodivergent, Acas advises that employers approach the situation sensitively, not ask directly about the employee’s condition, and instead focus on any reasonable adjustments which might help support them (whether or not they have an official diagnosis). Reasonable adjustments will vary as people often experience neurodivergence differently.
The advice also includes practical help on managing capability or conduct concerns for neurodivergent employees, including the importance of exploring reasonable adjustments.
Acas advocates the following recommendations for creating a neuroinclusive workplace:
- Review recruitment processes, for example allowing applicants to see questions before interviews and consider alternatives to interviews
- Train and support managers
- Raise awareness of neurodiversity through mandatory training, awareness days and campaigns
- Have a neurodiversity policy confirming the employer’s overall commitment to neurodiversity inclusion and outlining available support.
If you need any assistance with improving inclusion on neurodiversity in your workplace, please get in touch with a member of the team.
Acas: Neurodiversity at work: Making your organisation neuroinclusive (31 January 2025)