Supporting Your First Neurodivergent Employee: A Practical Guide for Employers

So, you’ve just offered someone a job and they’ve disclosed that they’re neurodivergent. That might mean they’re autistic, have ADHD, dyslexia, dyspraxia, or another form of neurodivergence. You might be wondering: What does this mean for me as an employer? What do I need to do now?

The good news is - it’s probably easier than you think. With the right approach, you can not only meet your legal responsibilities but also create a workplace where your new team member can thrive. Here’s a practical guide to help you get started.

First Things First: Don’t Panic

Before you do anything else, take a moment to remember why you hired this person. The strengths they demonstrated during the recruitment process are still there. Neurodivergence doesn’t change that.

In fact, having neurodivergent individuals in your team can bring significant benefits to your business.

It’s also a good sign that your new hire felt comfortable enough to disclose their neurodivergence. Research shows that 53% of neurodivergent people wouldn’t tell their manager for fear of stigma, having their job offer withdrawn, or being overlooked for promotion. So, disclosure signals trust and gives you the opportunity to provide the right support.

How You Respond Matters

Your reaction to a disclosure makes a big difference. You don’t need to have all the answers straight away what matters most is your willingness to listen and learn.

It’s important to remember that no two neurodivergent people are the same. For example, ADHD alone has over 15,000 possible combinations of traits that can lead to a diagnosis. Add in co-occurring conditions, life experiences and personality, and it becomes clear that labels only tell part of the story.

Instead of relying on generalisations, focus on the individual. Ask what they need to thrive in your workplace. This is the key to effective, inclusive support.

Consider a Workplace Needs Assessment

If your new hire isn’t sure what adjustments they need - or if you’re unsure what support to offer - a Workplace Needs Assessment is a great starting point.

This structured process involves a conversation with the employee and the employer. It looks at:

The individual’s strengths and challenges in relation to their role

The work environment and expectations

Practical, tailored recommendations for reasonable adjustments

Ideally, this should take place before or soon after their start date, so you can implement support early on. However, if your employee already knows what they need and can clearly communicate it, you may not need a formal assessment, just listen and act on their requests.

Preparing for Their First Day

The first day in a new job is nerve-wracking for anyone, but it can be especially challenging for someone who is neurodivergent. Social cues, sensory environments, working memory overload all of these factors can create additional stress.

Practical Steps to Support a Smooth Start:

• Provide clear information in advance: Let them know what to expect. Share details like dress code (formal or informal), what the office environment is like, whether they need to bring their own mug, and where people go for lunch.

• Be mindful with team lunches: A team lunch might seem like a nice welcome gesture, for some neurodivergent people it can be overwhelming. It doesn’t mean don’t do it, but giving advance notice and sharing a link to the restaurant menu can ensure the experience is the welcoming gesture you intended it to be.

• Be explicit about unwritten rules: Things like tea rounds, where to take breaks, and how long breaks typically last may seem obvious to others but can be unclear to new starters especially those who don’t pick up on social cues easily.

Ongoing Support and Communication

The support shouldn’t stop after the first week. Here are some ongoing strategies:

• Check in regularly: Ask how things are going and if any adjustments need tweaking.

• Agree on communication preferences: Some people may prefer written instructions, while others do better with verbal explanations and many need both.

• Discuss feedback styles: Ask how they like to receive feedback so you can ensure it’s constructive and effective.

• Be open to change: Neurodivergent employees may discover new support needs over time. Keep the conversation going.

Tools and Systems That Help Everyone

Many adjustments that support neurodivergent employees can benefit your whole team. For example:

• Staff photos and bios to help with names and roles

• Knowledge bases or wikis (e.g. Confluence, Notion) to store processes and key information

• Flexible, clear documentation to support onboarding and ongoing reference

These tools make information easier to access and reduce the pressure on working memory for everyone.

Final Thoughts

Supporting your first neurodivergent employee isn’t about getting everything perfect from day one. It’s about being open, listening, and creating an environment where people can succeed.

For more practical hints and tips download our Guide to Supporting Neurodiverse Talent.

Article last updated: 21 May 2025