Employer / HR Workplace Resources
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This page brings together practical resources for employers, HR teams, and managers supporting neurodivergent staff at work.
It includes guidance on Access to Work, workplace adjustments, management practices, and specialist support that organisations can use in real workplace situations.
For Employers & HR
Free Workplace Guide
Access to Work: A Practical Guide for Managers & HR
For employers, HR teams, and managers. Explains responsibilities, cost sharing, assessments, and reimbursement, with FAQs to support clear understanding of the Access to Work process.
paid Workplace Guides
Employers and managers sometimes encounter situations where a member of staff is struggling with aspects of work, but it is not always clear what support might help or how to approach the situation.
These short workplace guides draw on both lived and professional experience of neurodivergence at work. They focus on practical workplace situations and simple adjustments that can often make a meaningful difference.
The guidance can be adapted across different types of work, including offices, frontline roles, trades, and service environments.
Supporting Neurodivergent Employees: A practical workplace guide for managers
Managers sometimes encounter situations where an employee is struggling with workload, communication, or working conditions, but the underlying issue is not immediately clear.
This guide explains how managers can respond constructively, including discussing working preferences, addressing concerns raised by staff, and supporting different working styles without requiring employees to disclose a diagnosis.
Reasonable Adjustments: A practical guide for employers and managers
Employers are often unsure what reasonable adjustments look like in practice or when they become a legal requirement.
This guide explains responsibilities under the Equality Act 2010, provides practical examples of workplace adjustments, and outlines how support such as Access to Work can help remove barriers for neurodivergent employees.
Neurodiversity Language Guide: Communicating inclusively at work
Neurodiversity language is often used inconsistently across policies, training, and everyday workplace communication.
This guide explains key terms, common misunderstandings, and how clearer language can support more effective workplace communication with neurodivergent employees.
Why This Support Matters
Nearly 1 in 3 neurodivergent employees feel unable to disclose their condition at work (City & Guilds Neurodiversity Index, 2025).
59% of line managers say they don’t know how to make reasonable adjustments (Acas, 2023).
41% of neurodivergent employees report facing challenges at work most days (City & Guilds Neurodiversity Index, 2025).
Employers are recognising the benefits — job postings referencing neurodiversity have increased six-fold since 2019 (Financial Times, 2024).
Together, these figures show both the scale of the challenge and the uncertainty that still exists.
Our guides are designed to support clearer understanding and practical decision making for employers, managers, and HR teams across a wide range of roles and sectors.
Why Choose Our Guides?
Our workplace guides are designed to be:
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Written in clear, plain English
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Shaped by lived experience and practical insight
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Evidence informed, with a focus on practical workplace situations
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Usable without formal training or specialist knowledge
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Relevant across different types of work, including offices, frontline roles, trades, and services
Purchasing a guide also helps fund our free ADHD peer groups and wider community projects.
Assistive Technology & Workplace Support (via Remtek Systems Ltd)
We signpost to Remtek Systems Ltd, an established UK provider of assistive technology and specialist workplace support for employers.
They can support with:
- Guidance on implementing workplace adjustments
- Disability awareness and inclusion training for managers and teams
- Supply, delivery and installation of ergonomic equipment and assistive technology, with aftercare support
Funding
Many services can be funded through the government’s Access to Work scheme, with only a small employer contribution in some cases. Employers who prefer faster access or wider support can also fund services directly.
Contact Remtek
Curious about how assistive technology works in practice? We co-wrote an article with Remtek Systems to show how these tools can support staff in real workplaces.
Legal Support from Jones Chase Employment Lawyers
We signpost employers and HR professionals to Jones Chase, a UK law firm specialising in inclusive employment law.
They can support with:
- Reasonable adjustments and flexible working
- All Equality Act issues
- Commercially focused, inclusive policies and contracts that truly work for your organisation
- Grievances
- Disciplinary and capability/performance improvement processes
- Significant risk reduction and compliance
- Employment Tribunal claims and Early Conciliation
An initial 20-minute call is free of charge.
Contact Jones Chase
Clicking this button will open a new email addressed to Dean Jones, with the subject line “Referral from ADHD Pirates” already filled in. If you contact the firm another way, please just mention ADHD Pirates so they know where you heard about them.
To help them support you quickly, it’s useful to include:
- A brief description of the issue or area of advice
- The name of any relevant third party (for conflict checks)
Further Reading
We also co-authored a series of articles with Jones Chase Employment Lawyers exploring neurodiversity at work from different perspectives.
Every download helps us fund our free ADHD peer groups and community projects.
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