On 31 January 2024, Acas published new advice on neurodiversity at work to help employers create inclusive organisations and raise awareness so that talking about neurodiversity is normalised.

The advice gives definitions of terms like neurodiversity, but it also says that the language around it is always changing, and it can be hard to know what’s right. Acas uses the term “neurodiverse” to describe how people’s brains work and process information, and “neurodivergent” to describe someone whose brain works differently. Some common types of neurodivergence include ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette’s syndrome.

Some neurodivergent people don’t see themselves as disabled, but being neurodivergent might be considered a disability under the Equality Act 2010. The advice says that many employees won’t tell their employer they’re neurodivergent, and they might hide their condition because they’re worried about how their employer will react. If an employer thinks an employee is neurodivergent, Acas says they should approach the situation carefully, not ask directly about the employee’s condition, and focus on any reasonable adjustments that could help them (even if they don’t have a diagnosis for neurodivergence). Different people experience neurodivergence differently, so the adjustments will vary.

Acas also gives some practical advice on managing capability or handling concerns for neurodivergent employees. Before using a formal procedure, an employer should first make sure they’ve explored reasonable adjustments. For example, if an employee with ADHD is having trouble concentrating and missing deadlines, an employer might give them noise-canceling headphones or a quiet place to work. If formal procedures are needed and appropriate, an employer should make sure they include reasonable adjustments for the neurodivergent employee (for example, writing meeting records clearly for an autistic employee who finds disorganised information distracting).

Actively including neurodivergent employees at work is sometimes called “neuroinclusion”. Acas recommends the following measures (among others) to create a neuroinclusive workplace:

• Review recruitment processes, where possible allowing applicants to see questions before the interview and consider alternatives to interviews.
• Train and support managers.
• Raise awareness of neurodiversity (for example, through mandatory training, awareness days and campaigns or staff networks)
• Have a neurodiversity policy stating the organisation’s overall commitment to neurodiversity inclusion and outlining available support.