We are receiving an increasing number of queries from employers on how they can best assist employees who are neurodivergent (for example those with autism and/or ADHD)
Being neurodivergent will often amount to a disability as defined by law and so employers need to be aware of the duty to make reasonable adjustments. This is not always straightforward as the particular needs of neurodivergent employees will vary greatly from person to person.
Some examples of reasonable adjustments that employers may consider for a neurodivergent employee (or applicant for employment) are as follows:-
Allowing a candidate for a job to see interview questions in advance to allow them some additional time to process the question and formulate their answer
Allowing later start times or making the working day shorter
Allowing more regular breaks
Providing a space where they can decompress / regulate if they feel overwhelmed
Allowing the use of noise-cancelling headphones
Giving instructions in writing if the employee has auditory processing or memory difficulties
Providing assistive technologies to help boost the employee's productivity
Since every neurodivergent person is different, we would recommend having an open discussion with your employee to establish what reasonable adjustments will help them. There may be times when they are coping well and don't need much in the way of support or adjustment and other times where additional support is required.
For more advice on this or any other employment law matter, please get in touch.
If you would like further information about this topic or need advice on an employment law or HR issue, please contact Mark Mason Employment Law or contact us for more details.
