Neurodiversity Consultancy for Employers

Most organisations do not have a neurodiversity problem. They have policies, processes and management habits built for a neurotypical workforce and they are losing good people because of it. Consultancy is how you fix that at the root.

We help UK employers redesign the systems around neurodivergent talent: the recruitment process, the performance and capability procedures, the manager conversations, the policies that decide who gets supported and who gets managed out. Practical changes, grounded in employment law, that hold up when a real case lands on someone’s desk.

The combination most consultancies cannot offer

Neurodiversity support sits in an awkward gap. Psychology-led providers understand the conditions but not employment law. Generic HR firms understand the law but not neurodiversity. Most employers end up hiring both and hoping the advice joins up.

Silk Helix combines occupational psychology, neurodiversity qualifications and Chartered HR expertise in one provider. That means the recommendations you get are practical, legally sound and built around how your organisation actually runs. We work fluently with the Equality Act 2010 duty to make reasonable adjustments and the performance and probation changes ERA 2025 brings. The social model of disability sits underneath all of it.

Silk Helix is led by someone who lives this. I’m Jenefer, founder of Silk Helix and a neurodiversity consultant. I’m a Chartered member of the CIPD with a postgraduate certificate in neurodiversity and more than 20 years in HR. I’m also neurodivergent myself and parent to a neurodivergent child. That combination shapes how I read a workplace and it is why the advice tends to land differently from generic guidance.

There are two reasons people get in touch. One is that something has already landed and you need help with it now. The other is that you are building something better and want to start in the right place. Where we can give you a starting price we have. The rest are scoped to your organisation and priced in a proposal once we have talked.

When you have a situation right now

Something is already on your desk. You need a clear answer and a safe next step, not a programme of work.

One-Off Advice Call

From £295

A single conversation about a specific case or decision. An autism-related grievance you are not sure how to handle. A capability process that does not feel right. A reasonable adjustment request you want a second opinion on. You get clear, practical guidance you can act on with no ongoing commitment. This is the fastest way to get expert input when something specific has landed on your desk.

Grievance and Disciplinary Investigations

Priced by proposal

When a grievance or disciplinary involves a neurodivergent employee, the usual process can go wrong fast. Behaviour gets misread. Communication differences get treated as conduct. A procedure that felt watertight starts to look like a discrimination risk. We run or support these investigations so the process stays fair, accessible and legally sound, with a proper understanding of how neurodivergence affects what happened and how it should be handled.

When you are building something better

This is the strategic work and it starts with seeing clearly where you stand. The audit is the front door. From there we change what needs changing.

Neuro-Inclusive HR Audit

From £1,500

A structured review of your people policies and processes through a neurodiversity lens: recruitment, onboarding, performance management, capability, disciplinary, grievance and absence. We tell you where your current approach unintentionally disadvantages neurodivergent employees, where the legal risk sits and what to change. You get a clear, prioritised set of recommendations rather than a vague sense that you should be doing more.

Two tiers. Essentials covers your handbook and core procedures and starts from £1,500. Full suite covers the complete policy set for larger employers and starts from £3,000.

Neuro-Inclusive Environment Audit

From £2,000

An on-site review of your physical workplace through a neurodiversity lens. Where the HR Audit checks what is written down, this checks what it is actually like to work there: the lighting, the noise, the open-plan pressure, whether there is anywhere to go when a space becomes too much, how easy the building is to find your way around. We visit, we see how the environment helps or hinders neurodivergent employees and we give you a prioritised set of changes, from the quick wins you can make next week to the bigger design decisions.

The two audits work well together. Take them as a combined review for one integrated report covering both your policies and your environment, with a single debrief to walk through what to do first.

Policy and Process Redesign

Priced by proposal

Once you know what needs to change, we rewrite it. Capability procedures that account for fluctuating conditions, performance frameworks that measure the right things, recruitment processes that do not screen out neurodivergent candidates before they get a fair start. The documents and the practice, not just a policy that reads well and changes nothing.

Neuro-Inclusive Learning Content

Priced by proposal

We design and write neuroinclusive content for your internal learning platforms, including video scripts and microlearning. If you are building training in-house and want it to be genuinely useful rather than tick-box awareness, this is content shaped by someone who understands both the subject and how adults actually learn at work. We have produced learning content for internal platforms in the public sector, including the NHS.

Long-Term Neuroinclusion Strategy

Priced by proposal

A multi-month engagement for organisations that want to build neuroinclusion into how they operate rather than run a one-off project. Strategy, policy, manager capability and measurement, developed and embedded over time with you. This is the strategic-partner end of the work. It is where the biggest cultural shifts happen.

Not sure where you fit? Tell us what is going on and we will point you to the right starting point, whether that is a single call or the first step of something bigger.

Where we have done this work

We work with employers across the UK, ranging from SMEs to major enterprise and public sector organisations. Recent consultancy work includes neuroinclusion strategy for a fire and rescue service and neuroinclusive learning content for the NHS. The common thread is the same: organisations that wanted to move past awareness and change how things actually work.

Frequently asked questions

What is the difference between neurodiversity consultancy and training?

Training builds the inclusive mindset. Consultancy builds the inclusive infrastructure. Training educates your managers and gives them a shared language and the confidence to support people well. Consultancy looks at your actual systems, the policies, processes and procedures then changes the ones that work against neurodivergent employees. Most organisations benefit from both. Training lays the foundation and consultancy makes sure the rest of the organisation holds it up.

How is this different from generic HR or D&I consultancy?

Most providers sit on one side of a line. Psychology-led and D&I firms understand neurodivergent conditions but not employment law. Generic HR firms understand the law but treat neurodiversity as a bolt-on. We hold both at once, which means a recommendation about your capability procedure is legally sound and built around how neurodivergent employees actually experience it. You are not stitching together advice from two suppliers who never speak to each other.

Do I need an audit or a bigger piece of work?

It depends on where you are starting. If you know something is not working but cannot see exactly where, the Neuro-Inclusive HR Audit gives you a clear, prioritised picture. If you already know what you want to change, policy and process redesign or a longer strategic engagement may be the better fit. If you are not sure, that is exactly what the free consultation is for. We will tell you honestly which entry point suits your situation, including when a single advice call is all you actually need.

What is a neuro-inclusive HR audit?

A structured review of your people policies and processes through a neurodiversity lens. We read your handbook, recruitment, performance, capability, disciplinary, grievance and absence material and tell you where it unintentionally disadvantages neurodivergent employees, where the legal risk sits and what to change, in priority order. You get a clear report with prioritised recommendations rather than a vague sense that you should be doing more. It is the diagnosis. Fixing what it finds is a separate piece of work, so you are never committed to more than you want.

How long does consultancy take?

A one-off advice call is a single conversation. An audit is typically a matter of weeks. Strategic engagements run over several months because embedding real change takes time and you should be wary of anyone who promises culture change in a fortnight. We agree the timeframe with you in the proposal so there are no surprises.

How much does it cost?

The one-off advice call starts from £295. The HR Audit starts from £1,500 and the Environment Audit from £2,000. Larger and bespoke work is scoped to your organisation and priced in a proposal because a fair price depends on what you actually need rather than a one-size-fits-all package. We are transparent about cost from the first conversation. We will always tell you the smallest piece of work that solves your problem.

Is this suitable for small businesses?

Yes. We work with organisations of all sizes, from small teams to national employers. Smaller organisations often start with an advice call or a focused audit. The work scales to fit.

Can we combine training and consultancy?

Absolutely. We will design a package that includes training, consultancy or both, based on what you need. The two work well together and we will be clear about the right sequence for your situation.

Do you handle grievances or disciplinaries involving neurodivergent employees?

Yes. When a grievance or disciplinary involves a neurodivergent employee, the usual process can go wrong fast because behaviour gets misread or communication differences get treated as conduct. We run or support these investigations so the process stays fair, accessible and legally sound. If you have a live case, start with a one-off advice call. Where it is more involved, our investigations support is the right route.

Do you offer Workplace Needs Assessments?

Yes. We provide formal assessments for individual employees. Find out more on our Workplace Needs Assessments page.

Let’s work together

Whether you are dealing with a specific case right now or building neuroinclusion into your organisation for the long term, the first step is a conversation. Book a free, no obligation call with Jenefer, tell us what is going on and we will follow up with a proposal that fits.