How Occupational Health Can Help Neurodiverse Employees
1. Provide Clear, Professional Assessments
Occupational health can:
- Identify how a person’s neurodivergence affects work (concentration, communication, sensory needs, organisation, etc.).
- Explain these impacts in workplace terms, helping managers understand that needs are legitimate, not personal preference.
- Recommend reasonable adjustments tailored to the individual.
This is invaluable for employees who may struggle to “self-advocate” or put their needs into words.
2. Recommend Reasonable Adjustments
OH professionals can suggest adjustments such as:
Environment
- Quiet workspace or noise-cancelling options
- Flexible lighting (avoiding harsh fluorescents)
- Hybrid or remote working
- A predictable, low-distraction environment
Workload & Process
- Clear written instructions
- Breaking tasks into steps
- Extra time for complex tasks
- Advance notice for changes
- Priority setting support
Technology & Tools
- Speech-to-text or text-to-speech software
- Mind-mapping tools for planning
- Organisational apps
- Dictation tools
Communication Adjustments
- Direct, unambiguous communication
- Time to process and respond
- Avoiding sudden meetings or last-minute changes when possible
These changes often benefit everyone, not just neurodivergent employees.
3. Help Managers Understand Neurodiversity
Occupational health can act as a translator between medical/psychological descriptions and workplace realities, helping managers:
- Understand that neurodivergence is not poor performance or behaviour
- Avoid stigma or misunderstandings
- Learn how to support employees without micromanaging
- Build neuroinclusive teams
OH guidance can reduce workplace conflict, improve trust, and prevent HR issues from escalating.
4. Reduce Stress and Burnout
Occupational health can act as a translator between medical/psychological descriptions and workplace realities, helping managers:
- Understand that neurodivergence is not poor performance or behaviour
- Avoid stigma or misunderstandings
- Learn how to support employees without micromanaging
- Build neuroinclusive teams
OH guidance can reduce workplace conflict, improve trust, and prevent HR issues from escalating.
5. Support During Sickness Absence or Return to Work
If a neurodiverse employee goes off sick (often due to stress or burnout), Occupational Health can:
- Provide a structured return-to-work plan
- Suggest phased hours, reduced workload, or gradual reintroduction to tasks
- Advise managers on preventing relapse
- Help the employee feel safe and not judged
This can be life-changing for someone who struggles with transitions or change.
6. Promote a Neuroinclusive Culture
Beyond individuals, OH can:
- Contribute to organisational policies on neurodiversity
- Encourage training for managers and teams
- Promote awareness on sensory triggers, communication styles, and cognitive diversity
- Help embed inclusive practices into recruitment and workplace design
This shifts the focus from “fix the person” to “design workplaces that fit everyone
In short: OH gives neurodiverse people a fair chance to succeed and removes barriers that have nothing to do with talent or capability.
R&R OH is there for employer and employee.