Understanding Workplace Needs Assessments for Neurodivergent Employees

An employee has just told you they’re neurodivergent or perhaps they’re struggling and you suspect there might be more to the picture. You want to do the right thing but you’re not entirely sure what that looks like in practice. A Workplace Needs Assessment (WNA) is usually the right first step. It removes the guesswork, gives you a clear action plan and demonstrates to your employee and to an employment tribunal, if it ever came to that - that you took their needs seriously.

This guide explains what a WNA is, when to commission one, what the process involves and what you’ll receive at the end. Whether you’re supporting an employee with ADHD, dyslexia, autism, dyspraxia or another neurodivergent condition, the principles and your legal obligations are the same.

What is a Workplace Needs Assessment?

A Workplace Needs Assessment is a structured, specialist evaluation that identifies the specific support a neurodivergent employee needs to perform their role effectively. Unlike a general occupational health referral, a WNA focuses specifically on the interaction between the employee’s neurodivergent profile and the demands of their particular job.

The output is a written WNA report containing prioritised, practical recommendations for reasonable adjustments. These aren’t generic suggestions, they’re tailored to the individual, their role and your organisation.

WNAs are relevant across all neurodivergent conditions, including ADHD, dyslexia, autism spectrum conditions, dyspraxia (DCD), dyscalculia, Tourette’s syndrome and others. The assessment process adapts to the individual rather than the label.

What Does a Silk Helix Workplace Needs Assessment Involve?

Our assessments are carried out remotely, making them straightforward to arrange without disrupting your employee’s working day. Here’s what the process looks like:

1. Initial scoping: We gather information about the employee’s role, their team structure and the specific challenges they’re experiencing.
2. The assessment conversation: A specialist meets with the employee directly. This is a supportive, confidential discussion, not a test. We explore how their neurodivergent profile affects their day-to-day work.
3. The written report: Your WNA report sets out prioritised recommendations for adjustments, including any assistive technology, process changes or training that would help.
4. Next steps: We’re available to talk through the report with you and your employee and to support implementation.

When Should You Commission a WNA?

The most common triggers for a Workplace Needs Assessment include:

• An employee discloses a neurodivergent condition (whether newly diagnosed or long-standing)
• A new employee joins who already has a diagnosis
• An employee is struggling with performance but you suspect there may be an underlying neurodivergent factor
• An existing support plan isn’t working and needs reviewing
• An employee requests an assessment directly

You don’t need to wait until problems escalate. In fact, the earlier you commission a WNA, the better. Early assessment prevents small challenges from becoming significant barriers and demonstrates the proactive, good-faith approach that matters if questions are ever raised about how you’ve supported an employee. You can read more in our guide on when to request a Workplace Needs Assessment.

That said, it’s never too late. If an employee has been struggling for some time without formal support, a WNA is still a meaningful and valuable step.

Key Components of a Workplace Needs Assessment

1. Understanding the Role and Responsibilities: The first step in the assessment is to gain a thorough understanding of the employee’s role. This includes identifying key tasks, responsibilities and the specific skills required to perform them. The assessor will consider how dyslexia, ADHD or other neurodivergent condition might impact these areas and what support can mitigate any difficulties.
2. Identifying Specific Challenges: The assessment will explore the specific challenges the employee faces in their role. For someone with dyslexia for example, this might include difficulties with reading instructions, managing time effectively or organising tasks. The assessor will work with the employee to identify how these challenges manifest in their daily work.
3. Tailored Recommendations: Based on the information gathered, the assessor will provide tailored recommendations for reasonable adjustments. These could include assistive technologies, such as text-to-speech software, changes to work processes, like breaking tasks into smaller steps or even adjustments to the physical work environment, such as providing a quieter space to work.
4. Training and Support: In addition to physical adjustments, the assessment will recommend awareness training for both the manager and their colleagues. This could involve educating the team about dyslexia to create a more inclusive environment or providing the employee with strategies to manage their workload effectively.
5. Ongoing Review and Adjustment: A Workplace Needs Assessment is not a one-time event. It’s important to regularly review and adjust the support plan as the employee’s role evolves or as new challenges arise. This ensures that the support remains relevant and effective over time.

Legal Obligations and the Equality Act 2010

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees with disabilities and many people with neurodivergent conditions qualify as disabled under the Act, regardless of whether the employee has a formal diagnosis. The test is whether the condition has a substantial, long-term effect on their ability to carry out normal day-to-day activities.

Failure to make reasonable adjustments when required can result in a successful disability discrimination claim at Employment Tribunal. The financial and reputational consequences of this are significant.

Commissioning a WNA is one of the clearest ways to demonstrate that you have taken your obligations seriously. It shows you identified the need, sought specialist guidance and acted on it. Case law in this area continues to develop as neurodiversity awareness grows and what courts and tribunals consider ‘reasonable’ is increasingly well-evidenced. If you’re unsure about your specific obligations our neurodiversity consultancy service can support you.

The Benefits of a Workplace Needs Assessment

For the employee

• Clarity on the specific support they need, rather than having to advocate for themselves repeatedly
• Adjustments that are genuinely matched to their role and how their condition affects them
• Feeling genuinely valued and supported, which directly impacts retention and engagement

For the employer

• A documented, defensible record of the support you’ve put in place
• Reduced absence, improved productivity and lower turnover risk
• Confidence that your managers have clear guidance to follow
• Access to a wider talent pool when neurodivergent employees can perform at their best - neurodivergent professionals often bring exceptional strengths in areas like pattern recognition, creative thinking and deep focus. See our guide on supporting neurodivergent employees for more on this.

Final Thoughts

A Workplace Needs Assessment is a vital tool in ensuring that neurodivergent employees, such as those with dyslexia and ADHD, receive the support they need to succeed. By identifying specific challenges and providing tailored solutions, employers can create a more inclusive, productive and harmonious work environment. Early assessment and ongoing support not only helps employees perform at their best but also demonstrate the employer’s commitment to meeting legal obligations and creating a diverse and inclusive workplace. Whether conducted at the start of employment or later when challenges are identified, a Workplace Needs Assessment is an investment in both the employee’s and the organisation’s success. Book a free consultation to discuss how we can support you with a Workplace Needs Assessment.