New – ACAS Guidance on Neurodiversity

ACAS has published new advice on neurodiversity to help employers create inclusive and welcoming organisations and raise awareness at work.

Neurodiversity describes the natural differences in how people’s brains behave and process information for example:

• ADHD –attention deficit hyperactivity disorder and affects people’s behaviour
• Autism – sometimes called a spectrum condition and affects how people communicate and interact with the world
• Dyslexia – mostly affects reading and writing skills and is sometimes referred to as a learning difficulty
• Dyspraxia – affects movement and co-ordination

Often neurodivergent people do not see themselves as disabled but will often nonetheless be considered as having a disability under the Equality Act 2010. Employers therefore may have a legal obligation to protect against discrimination, harassment and victimisation and to make reasonable adjustments for those who are neurodivergent.

ACAS ran a poll on neurodiversity with 1,650 line managers in November 2024 asking about the barriers to making a reasonable adjustment for neurodiverse employees.

The barriers identified by respondents included:

• over 7 seven out of 10 (72%) said employees not disclosing the need for a reasonable adjustment due to neurodiversity
• lack of organisational knowledge about neurodiversity was reported by 45%
• 39% said it was due to line managers finding it difficult to have a conversation about neurodiversity

ACAS advice is that employers should make their organisation more inclusive so that staff feel comfortable sharing and talking about neurodiversity.

Raising awareness can help normalise it, which can help ensure employees get the support they need.

Being inclusive can help:

• improve staff wellbeing
• reduce absence levels and employee turnover
• attract employees with a wider range of skills and experience
• reduce the risk of grievances, disputes and legal claims for discrimination

ACAS’s top tips for employers on raising awareness of neurodiversity at work include:

• mandatory training
• running awareness days and campaigns
• encouraging senior employees to act as role models
• setting up a staff network for neurodiversity
• covering the topic in induction materials

The Advice has information about:

• various different types of neurodiversity and their common traits
• how the Equality Act 2010 applies to neurodiverse employees
• how to support people, raise awareness and approach it sensitively at work

We would encourage all employers to read the Advice and take steps to ensure that their workplace is inclusive and supportive to neurodiverse employees.

Call us if you would like help to create a working policy and implement training in this important area.