New ACAS Guidance on Understanding and Supporting Neurodiversity at Work

On 31^st of January 2025, ACAS published new guidance on how employers can create neuroinclusive organisations. With Neurodiversity Celebration Week running from 17^th-23^rd March 2023, which aims to ‘bring about worldwide neurodiversity acceptance, equality and inclusion’ in workplaces, now is the time for employers to ensure they are taking the appropriate steps to support neurodivergent employees. 

What is ‘Neurodiversity’?

Neurodiversity is an umbrella term used to describe the natural differences in how our brains work and process information. There are many alternative thinking styles, and the most well-known examples include: 

• Autism (often referred to as a ‘spectrum condition’) is associated with traits such as challenges with social communication, interaction, and interpreting social cues.  
• Attention Deficit Hyperactivity Disorder (ADHD) affects how people behave and is often associated with traits such as difficulty concentrating, hyperfocus and thinking creatively. 
• Dyslexia is one of the most common types of neurodiversity affecting around 10% of the UK population, affecting how individuals read, write, and spell.
• Dyspraxia, a neurodiversity that affects how individuals move and coordinate.

Practical Guidance on Making Workplaces Neuroinclusive

Under the Equality Act 2010, being neurodivergent can sometimes amount to a disability. Employees with a disability have the right not to be discriminated against, and the right to have reasonable adjustments made for them by their employer. With around 15-25% of the population having a neurological difference, it is therefore important that employers’ make their organisation more ‘neuroinclusive’, and ACAS have made the following recommendations:

• Reviewing the recruitment process, ensuring it does not exclude neurodivergent applicants. For example, employers could offer applicants different formats when completing job applications as well as considering alternatives to interviews.  
• Training and supporting managers, including providing them with the ability to access any resources that may assist them.
• Raising awareness of neurodiversity in the workplace by, for example, making neurodiversity training mandatory for all employees. Employers could also set up a staff network, appoint role models/workplace champions, and host events on neurodiversity awareness days. 
• Providing all employees with the ability to access a private, quiet space, or offering noise cancelling headphones on request. These physical changes may seem small, but they can help neurodivergent employees without them needing to share their neurodivergence. 
• Having a neurodiversity policy. This could be part of another policy, such as one that covers diversity and inclusion.

If you would like advice on any of the issues raised in this article, please contact our Employment Law Department here by email at employment_team@se-solicitors.co.uk.

The contents of this article is a general guide only at the date of publication.  It is not comprehensive, and it does not constitute legal advice.  Specific legal advice should be sought in relation to the particular facts of a given situation.