What should I do if an employee discloses a Neurodivergent condition?

April is World Autism Month, an opportunity to recognise the unique perspectives of individuals on the autism spectrum, bring awareness, and encourage acceptance and inclusivity.

Creating an inclusive workplace means knowing how to respond with empathy, clarity, and respect when employees share that they are neurodivergent. Here’s a short guide to help managers navigate these important conversations.

What is Neurodiversity?

Neurodiversity refers to natural differences in how people think, process information, and experience the world. This includes conditions such as:

• Autism – Differences in social communication, behaviour, and focus
• ADHD – Impulsivity, inattention, and hyperactivity
• Dyscalculia, Dyspraxia, Sensory Processing Disorder, Tourette Syndrome – Each affecting learning, coordination, or responses to stimuli in unique ways

Although neurodivergent individuals have their challenges, they also bring many strengths and should be supported as valued team members.

Why Disclosure Matters

Disclosure can be deeply personal. Employees may worry about stigma, misunderstanding, or negative treatment. A respectful and supportive response helps build trust and creates a psychologically safe workplace.

It Starts With a Conversation

If an employee discloses that they have a neurodivergent condition, you need to approach all conversations with openness, empathy, and respect. The focus is on understanding their needs, ensuring they feel supported, and creating an inclusive work environment.

The First Conversation

Start by thanking the employee for telling you, offering support, and opening the door for further discussion about accommodations or adjustments that may be needed later.

• Acknowledge their trust: Thank the employee for sharing this personal information and reassure them that you are committed to supporting them.
• Listen with empathy: Disclosing a condition or disability will not be easy for the employee. You must provide a safe and non-judgmental space for them to speak without interruptions or assumptions.
• Reassure confidentiality: Ensure your employee knows their disclosure will be kept confidential unless legal or safety considerations require the information to be disclosed.

The Next Conversations

Employer education

Take the initiative and educate yourself on the condition that the employee disclosed. Instead of making assumptions or stereotyping, research accurate information from reputable sources to learn about the condition’s characteristics, the strengths associated with it, and any potential challenges the employee may face. This knowledge will help you offer appropriate support and better understand the employee’s experiences.

You will find free resources to understand neurodivergent conditions in our new Seeds of Support Resource Hub.

Training the team

Consider training the whole team on neurodivergent conditions. Ensure the training is framed to educate the team without disclosing personal or sensitive information about the employee concerned. The training should focus on broader neurodiversity awareness, highlighting multiple conditions rather than specifically concentrating on the condition disclosed by an employee.

Discussion about accommodations

Talk to the employee to learn more about their needs and accommodations that would support their productivity and well-being at work.

• Ask about accommodations: Ask what specific accommodations they might need to perform their job effectively. This might include flexible working hours, noise-cancelling headphones, workload adjustments, or communication method changes.
• Clarify communication preferences: Some neurodivergent individuals may prefer written over verbal communication or need more time to process information. Understanding their preferences can help with smoother collaboration.
• Inquire about triggers or challenges: Some environments may have certain sensory stimuli or pressures that could be overwhelming. Ask the employee whether anything in the current setup might be challenging for them.

Discuss job role and performance

If required, explore the possibility of adjusting the role or modifying tasks to better align with the employee’s strengths.

• Review job tasks: Ask the employee if specific tasks might need to be adjusted to better align with their strengths or avoid unnecessary stress.
• Provide clarity: Ensure that expectations, deadlines, and goals are communicated clearly and concisely. It may also be helpful to provide written instructions or break down tasks into smaller, more manageable parts if needed.
• Discuss work hours or environment: Offer flexibility regarding hours, work location, or the option to take breaks as needed. Some people may work better with more autonomy, so exploring possibilities around remote work or flexibility may be beneficial.

Clarifying communication preferences

Ask how the employee prefers to communicate in the workplace to ensure you adapt to their needs. The discussion could focus on issues like:

• Methods of communication, such as a preference for email, phone or attending meetings
• What is their preference for receiving direct or indirect constructive feedback?
• Do they prefer step-by-step instructions or broader tasks?
• Does the employee need extra time to process and respond to some information?
• How would the employee like to be interrupted to be informed of an urgent task? For example, flagging an email as urgent or giving the heads-up with as much notice as possible.

Review the Process Regularly

Don’t just set and forget. Establish a schedule for follow-ups to check in on how accommodations are working and whether they need adjustment.

• Agree on check-ins: Ask the employee how often they would like to check in to review the effectiveness of accommodations.
• Open-door policy: Let the employee know they can always come to you (or possibly someone else in the business) with concerns or suggestions to improve their work experience further.

You don’t have to be an expert – Just open, curious and respectful

Responding well doesn’t require deep clinical knowledge. It requires a willingness to listen, learn, and adapt. Discussions with your employees should be framed as a partnership and focus on how, by working together, you can create an environment where the employees can thrive.

More information on this process, including suggested scripts for these conversations, can be found in the new Seeds of Support Resource Hub.

Introducing our new Seeds of Support Resource Hub

These free resources help you create a great workplace by navigating employee conversations, building inclusive practices, and developing your leadership skills. We’ve curated these tools with small businesses in mind, providing clear, actionable guidance grounded in real-world experience.

We’re excited to share that this is just the beginning – our Resource Hub will continue to grow, with new tools and guides added regularly to support your evolving needs.

Our first release focuses on accommodating neurodivergence in the workplace, which is vital in fostering inclusivity and support.

Don’t miss the next instalment! Sign up to access the resources and stay informed as we release more practical resources tailored to small business needs.