Workplace Needs Assessment vs Occupational Health: Which for Neurodivergent Employees?
Quick Answer: Workplace Needs Assessments (WNAs) provide specific, actionable adjustments from neurodivergent-specialist assessors, while Occupational Health (OH) assessments focus on medical fitness for work. For neurodivergent employees who’ve disclosed ADHD, autism, dyslexia or other conditions, start with a WNA. For long-term sickness absence or medical concerns, use Occupational Health. Many employers commission both, with OH identifying the need and WNA providing the detailed support plan.
An employee has just disclosed they’re autistic and struggling with open-plan office noise. Your manager suggests referring to Occupational Health “because that’s what we always do.” But you’ve heard about Workplace Needs Assessments and wonder if that’s more appropriate.
You’re not alone. This is one of the most common questions I hear from HR professionals: which assessment should I commission?
The answer matters because choosing the wrong route can delay support by weeks, waste limited budgets on assessments that don’t provide actionable recommendations and leave both you and the employee frustrated. Let me help you make the right decision.
The simple rule: Occupational Health tells you if someone is medically fit for work. A Workplace Needs Assessment tells you HOW to support them to succeed at work. For neurodivergent employees, you need the HOW.
Why Workplace Needs Assessments Work Better for Neurodivergent Employees
Occupational Health assessments have been the default for HR departments when considering how disability impacts work. While these remain valuable for many medical situations, they’re often not the right tool for neurodivergent employees. Here’s why.
The Fundamental Difference in Approach
Occupational Health assessments come from the medical model of disability. They’re typically triggered by high levels of absence or long-term sickness, with a focus on assessing fitness for work. An OH assessor will tell you whether someone can work and might suggest general adjustments.
Workplace Needs Assessments are proactive and should be carried out as soon as a need is disclosed. They look at the individual as a whole person - considering their strengths, the barriers preventing them from succeeding and practical adjustments that can be put in place to help them thrive. It’s less about medical diagnosis and more about environmental problem-solving.
Specialist Knowledge Makes All the Difference
WNA assessors specialise in neurodiversity, many of us have lived experience in addition to qualifications. This contrasts with Occupational Health assessors who have broader expertise across physical and mental health but may not have deep neurodivergent knowledge.
I’ve lost count of the number of times an employer has told me their Occupational Health report recommended “reasonable adjustments” without specifying what those should be. That’s not criticism of OH professionals, they’re recognising their limits and often explicitly recommend commissioning a Workplace Needs Assessment to get the specialist input needed.
The Specificity Problem: A Real Example
Let me share a case that demonstrates this perfectly. This organisation had already paid for an Occupational Health assessment for an employee with ADHD.
The OH report said: “Recommend working in a quiet office or from home.”
That was it. No detail about what activities needed the quiet environment or why. No guidance on what “quiet” meant or what other executive function supports would be needed. The employer offered the use of a meeting room when the employee needed and it was free, this wasn’t suitable and the employee filed a grievance out of frustration.
When I conducted the Workplace Needs Assessment, the report provided specific recommendations including working remotely two days per week (as there was not suitable office space and two days was sufficient for the tasks needing this), noise-cancelling headphones for focused tasks, visual task management systems for tracking work, specific software for task management support and structured check-ins with their manager. The employee got the support they actually needed and the grievance was resolved.
The difference? The WNA didn’t just identify the problem, it provided the solution.
Practical, Actionable Recommendations You Can Implement
Workplace Needs Assessments focus on recommendations you can action within your workplace. They might specify particular software, task management strategies, environmental modifications or communication adjustments that directly impact an employee’s ability to perform their job.
Here’s what that looks like in practice. I recently conducted a WNA for an employee with dyslexia. Her manager contacted me after the assessment meeting (before I’d even sent the written report) to say they’d already noticed an improvement. Why? Because during our conversation, I’d shared a few quick tips the employee could start using immediately.
When the full report arrived two weeks later, the employer was able to implement every single recommendation. The total cost to the business? £16 per month for Speechify (text-to-speech software). Everything else used resources they already had or free tools. The employee’s confidence increased, errors decreased and a capability issue that had been brewing simply disappeared.
Compare this to a typical Occupational Health report that might say “consider assistive technology” without specifying which software would help or why.
Legal and HR Expertise Built In
When choosing a Workplace Needs Assessment provider, look for assessors who combine neurodivergent expertise with qualifications in HR, employment law or occupational psychology. This dual expertise is crucial for several reasons.
First, recommendations need to comply with the Equality Act 2010. An assessor who understands employment law ensures that suggested adjustments meet legal requirements while protecting both employee rights and employer interests. They can navigate the nuances of “reasonable” adjustments, understanding what courts have upheld and where the boundaries lie.
Second, WNA recommendations often need to work within existing HR processes. Whether you’re supporting someone through a disciplinary procedure, managing performance concerns or handling absence, the adjustments suggested need to integrate practically with these frameworks. An assessor with HR knowledge understands how workplace processes intersect with neurodiversity support and can provide recommendations that work with, not against, your existing policies.
Third, assessors with professional HR or occupational psychology qualifications bring structured, evidence-based approaches to their assessments. They’re accountable to professional bodies like the CIPD or BPS, which provides an additional layer of quality assurance and ethical practice.
Occupational Health assessors are excellent at medical and health-related assessment, but they’re not usually employment law specialists or deeply involved in HR processes. A WNA assessor who understands both neurodiversity AND the employment context gives you confidence that recommendations will be legally sound, practically viable and easy to implement within your organisational structure.
When commissioning a WNA, it’s worth asking about the assessor’s professional qualifications beyond their neurodiversity specialism. Look for CIPD membership, occupational psychology credentials or demonstrated employment law knowledge alongside their expertise in neurodivergent support.
“But We’ve Already Paid for Occupational Health…”
This is the scenario I see most often. An employer has commissioned an Occupational Health report. The report comes back recommending “reasonable adjustments should be considered” or “refer for specialist assessment.”
Here’s the thing: most of my clients come to me exactly this way - with an Occupational Health recommendation in hand. The OH professional has recognised they need specialist neurodivergent expertise and has pointed you toward a WNA. You haven’t wasted money on the OH assessment; it’s simply served a different purpose than you originally expected.
Think of it this way: Occupational Health has confirmed your employee is fit for work with appropriate adjustments. The WNA tells you what those adjustments should be. One doesn’t replace the other, they serve different functions.
“But My Manager Wants an Occupational Health Assessment…”
It’s completely normal for managers to default to Occupational Health because it’s familiar. Many organisations have an OH contract already in place and it’s the tool they’ve always used for disability or health concerns.
Here’s how to explain the difference to your manager:
“Occupational Health tells us whether someone is medically fit for work. A Workplace Needs Assessment tells us HOW to support them to succeed at work. For neurodivergence, we need the HOW. The employee has already told us they’re struggling with [specific issue], we need practical solutions, not medical fitness confirmation.”
You can also reassure your manager that Occupational Health professionals themselves often recommend WNAs. If your manager remains concerned, you could commission both, but starting with the WNA for a disclosed neurodivergent condition will get you faster, more actionable results.
Taking a Proactive Approach: WNAs Plus Training
Forward-thinking employers don’t stop at individual assessments. They combine Workplace Needs Assessments with neurodiversity awareness training for managers and teams.
Here’s why this works: the WNA provides specific support for the individual employee. The training equips managers to implement those adjustments effectively and creates an inclusive environment where all neurodivergent staff feel comfortable disclosing and asking for support.
When managers understand neurodiversity, they’re better at spotting when someone might benefit from a WNA. They’re more confident having disclosure conversations. They’re more skilled at making adjustments work within team dynamics. And critically, they create a culture where proactive support becomes normal rather than reactive problem-solving after someone reaches crisis point.
If you’re serious about building genuinely inclusive practices, consider how WNAs and training work together to create lasting change.
Why Empathy and Understanding Matter
Beyond all the practical reasons, there’s something else that makes Workplace Needs Assessments particularly effective for neurodivergent employees: the assessors often have lived experience of neurodiversity ourselves.
When I assess someone with ADHD, autism, or dyslexia, I bring not just professional expertise but personal understanding. I know what it feels like to struggle with organisational systems designed for neurotypical brains. I understand the frustration of knowing you’re capable but not being able to show it in the expected way.
Employees tell me this makes them feel heard, understood and valued. It builds trust, which is crucial for accurately identifying needs and developing adjustments that will actually work.
It also builds trust between employer and employee. Commissioning a WNA demonstrates you want to understand how to support them and you’re exploring all options for reasonable adjustments. It’s a proactive approach that says “we want you to succeed” rather than a reactive assessment that asks “are you fit for work?”
That cultural difference matters enormously.
The Bottom Line
While Occupational Health assessments play a vital role in supporting general employee health and wellbeing, Workplace Needs Assessments offer a more targeted, practical and effective approach specifically for neurodivergent employees.
By focusing on personalised adjustments, legal compliance and proactive support, WNAs create a work environment where neurodivergent employees can thrive. This doesn’t just benefit the individual, it enhances overall organisational productivity, reduces absence and performance issues and builds the kind of inclusive culture that attracts and retains diverse talent.
If you’re facing this decision right now, ask yourself: do I need to know if this person is medically fit for work or do I need to know what specific changes will help them succeed? For neurodivergent employees, the answer is almost always the latter.
Ready to commission a Workplace Needs Assessment that delivers specific, actionable support? Get in touch to discuss how we can help or book a free consultation to talk through your specific situation.