Thursday Blog

Neurodiversity in the Workplace: Practical Employer Duties Under UK Law

Awareness of neurodiversity — including ADHD, autism, dyslexia and dyspraxia — continues to grow in UK workplaces.

For employers, this is not simply a wellbeing topic — it is a legal compliance issue.

Legal Framework

Where a neurodiverse condition meets the definition of disability under the Equality Act 2010, employers have a duty to:

✔ Avoid discrimination
✔ Make reasonable adjustments
✔ Prevent harassment
✔ Avoid victimisation

Failure to make reasonable adjustments can lead to uncapped tribunal compensation.

What Are Reasonable Adjustments?

Adjustments vary depending on the role but may include:

• Flexible working patterns

• Adjusted communication methods

• Assistive technology

• Modified performance management processes

• Structured task planning

Employers should engage in a meaningful consultation process and document decisions carefully.

Why Proactive Management Matters

Tribunal claims relating to disability discrimination remain common. Early support, structured conversations and manager training significantly reduce risk.

Comment from Matthew Chilcott

“Neurodiversity should be approached positively and lawfully. Employers who take time to understand individual needs not only reduce legal risk but often unlock exceptional talent within their teams.”

Consensus HR supports businesses in managing reasonable adjustments, performance issues and compliance matters proactively.

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