Employers are being warned that many managers lack the training needed to support neurodivergent employees, raising concerns about workplace inclusion and legal compliance.
A survey from the Advisory, Conciliation and Arbitration Service (Acas) found that only 32 percent of workers believe their organisation effectively trains managers to make reasonable adjustments for neurodivergent colleagues. By contrast, 35 percent said their employer was ineffective at preparing managers to provide that support.
The polling, conducted by YouGov among 1,000 employees across Great Britain and released to coincide with Neurodiversity Celebration Week this week, suggests many organisations may still lack the knowledge or policies needed to support neurodivergent staff at work.
Many employees unsure about workplace support
The survey also revealed widespread uncertainty about how effectively employers support neurodivergent colleagues.
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Almost a third of workers, 32 percent, said they did not know whether their employer was effective at supporting neurodivergent staff. Within the group who said their employer was ineffective, 18 percent described their organisation as “very ineffective”.
The figures suggest that awareness of neurodiversity policies and support measures may be limited across many workplaces.
Neurodiversity refers to the natural variation in how people’s brains process information and experience the world. Conditions commonly associated with neurodivergence include attention deficit hyperactivity disorder, autism, dyslexia and dyspraxia.
Although many neurodivergent people do not consider themselves disabled, they may be protected under the Equality Act if their condition meets the legal definition of disability. In those circumstances, employers must consider reasonable adjustments to remove barriers at work.
Millions of workers potentially affected
The scale of the issue is significant. Estimates suggest that between 15 and 20 percent of UK adults are neurodivergent, meaning many workplaces will employ people whose brains process information differently from the neurotypical majority.
Despite growing awareness, research has repeatedly found barriers to employment and career progression for neurodivergent people. For example, only around 16 percent of autistic adults in the UK are in full-time employment, according to research based on Office for National Statistics data.
Experts say better workplace support and adjustments could help address these gaps and unlock valuable skills within the workforce.
Managers seen as key to workplace inclusion
Julie Dennis, head of inclusive workplace strategy and policy at Acas, said the survey pointed to a lack of understanding about how to support neurodivergent colleagues.
“These stats show a potentially worrying lack of knowledge when it comes to supporting neurodivergent colleagues, and how to put support at the centre of workplace policies and training,” she said.
She said employers should recognise that supporting neurodivergent staff can often be straightforward and affordable. “Supporting neurodivergent staff can be simple and cost-effective, and it should be integral to any business,” she said.
Dennis said organisations benefit when employees are given the opportunity to succeed. “When everyone is given the chance to thrive, every business can too,” she said.
Rena Magdani, a partner and national head of employment, pensions and immigration at law firm Freeths, said the survey showed employers must treat neurodiversity as a priority and improve workplace training and support.
“The ACAS survey highlights that neurodiversity should be a priority for employers in 2026,” she told HRreview. “We believe that there is a wider recognition across organisations that more effective training, awareness and support are urgently needed in this area.”
She added that a growing number of firms were “now placing neurodiversity at the top of their agendas, acknowledging the importance of creating environments where all colleagues can thrive”.
Workplace specialists say practical steps such as training line managers, reviewing recruitment practices and creating neuroinclusive policies can help organisations better support neurodivergent employees. These measures can allow workers to access adjustments without needing to formally disclose their condition.
Acas has a guide to neurodiversity at work for employers.
Neurodiversity Week research reveals gap between employer confidence and staff experience
New research released to mark Neurodiversity Celebration Week suggests many organisations believe they are supporting neurodivergent staff effectively, but employees report a very different experience.
The 2026 Neurodiversity Index, published by the City & Guilds Foundation, the charitable arm of skills organisation City & Guilds, found that only between 32 percent and 38 percent of neurodivergent employees say they feel psychologically safe or trust their organisation to deliver workplace adjustments.
It contrasts sharply with employer perceptions. Around 70 percent to 80 percent of employers said they were confident in the support their organisations provide.
The report also found that neurodivergent employees are twice as likely as other workers to wait more than three months for workplace adjustments.
Professor Amanda Kirby, founder and chief executive of Do-IT Solutions, a provider of neurodiversity assessment and support technology, which partnered with the City & Guilds Foundation on the research, said the findings showed organisations must move beyond awareness.
“This is not just an inclusion agenda. It is a productivity strategy, a health imperative, and a test of organisational maturity. Awareness alone is no longer enough. What matters now is how work is designed, managed and experienced day to day,” she said.
Mike Adamson CBE, interim chief executive at the City & Guilds Foundation, said supporting neurodivergent workers was essential for both fairness and economic performance.
“Neurodiversity is a significant issue for organisations across the UK,” he said. “Ensuring that a neurodiverse workforce is not undervalued, under-supported or overlooked is essential, not just because it is right, but because it is critical to our collective future and society’s productivity.”
The Neurodiversity Index was developed in partnership with Professor Amanda Kirby and draws on responses from more than 2,200 employees and employers across ten industries.
