Neurodivergence is rapidly becoming a major factor in workplace challenges, now ranking as the third most common reason employees are referred to occupational health, according to a recent study.
It trails only mental health and musculoskeletal (MSK) issues, highlighting a critical and evolving area for employers to address.
A Sharp Rise in Occupational Health Referrals
Data from an analysis of 135,000 occupational health referrals by the occupational health provider PAM Group found that one in 10 employees was referred by their manager due to a neurodivergent condition.
These conditions include autism, dyslexia, dyspraxia, and attention deficit hyperactivity disorder (ADHD).
While increased awareness and higher diagnosis rates contribute to the surge, the study suggests that escalating workplace pressures and rapidly changing job roles are also key drivers.
Rebecca Wones, clinical director for neurodiversity at PAM Group, noted, “The rise is also being driven by increased workplace pressures and changing job roles that make it harder for individuals to rely on previous coping strategies.”
The Unmasking of Neurodivergence
The rise in referrals is partly attributed to a broader recognition and understanding of neurodivergence, particularly among adults who were previously undiagnosed.
The study noted a growing awareness that neurodivergent conditions can present differently in women and girls, often leading to them being missed in childhood.
Wones explained that more employees with existing diagnoses are coming forward, alongside older workers recognising traits in themselves after their children receive a recent diagnosis.
This trend isn’t about more people being born neurodivergent, but rather more people accurately identifying neurodiverse traits.
Wones pointed out the historical gender bias in diagnosis, stating, “ADHD, for example, was once seen as something only boys had. We’re now understanding how it presents differently in women and how it shows up in life and work, not just in education.”
The Cost of Unmet Needs: Tribunal Claims Soar
The struggle experienced by neurodiverse employees in the workplace is mirrored by a significant increase in employment tribunal decisions involving these conditions.
Data published by the Ministry of Justice reveals a startling 8.5-fold (750%) rise in ADHD-related claims since 2020. The number of tribunal decisions citing ADHD jumped from just six in the first half of 2020 to 51 in the first half of 2025.
Wones gave an example of how this shift occurs: an employee who was “muddling through by reading slowly or asking a colleague to double-check their work may no longer have that support in a new role — and suddenly it’s perceived as a performance issue.”
Constant demands, such as being “constantly on the go and having to process lots of information,” are pushing previously effective coping mechanisms to the breaking point.
Actionable Steps for Employers
Experts stress that employers must be proactive and prioritise early intervention to support their neurodivergent staff.
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Don’t Wait for a Diagnosis:
Liz Partington, people director at PAM Group, emphasised that a formal diagnosis should not be a prerequisite for support.
Workplace needs assessments can identify adjustments based on individual challenges without requiring medical confirmation. “Early intervention is crucial,” Partington added. “Many employees only seek help after someone is really starting to struggle.”
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Implement Simple Adjustments:
According to Neil Greenberg, President of the Society of Occupational Medicine (SOM), a wealth of assistive technology and simple accommodations can make a significant difference. Examples include:
- Noise-cancelling headphones
- Booking meeting rooms for report writing to minimise distractions.
Greenberg stressed that employees need a supportive culture and confidence to feel comfortable asking for these simple but effective adjustments.
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Build Awareness and Support:
Employers who integrate neurodiversity awareness and support into their culture can achieve benefits beyond merely complying with regulations.
By taking proactive steps, Partington advises, companies can not only reduce absence but also boost productivity and well-being across the workforce.
The experts in unfair dismissal claims
Oakwood Solicitors Ltd has a dedicated team of leading Employment law solicitors and support staff, helping clients nationwide.
We can offer expert advice on all potential claims you may have against your employer, whether that be a lack of support for your neurodivergence in both Employment Tribunals and the Civil Courts. We work to maximise your damages whilst keeping all costs to a minimum.
If you have been dismissed from work and you believe the reason or reasons for your dismissal were unfair or were due to having a neurodivergent diagnosis, you may have a claim for unfair dismissal.
Further information:
Neurodivergence is now the third leading cause of work struggles.
Oakwood Solicitors Neurodiversity Celebration Week 2024.
Oakwood Solicitors: Employment.
WHAT TO DO NEXT
If you have felt unsupported by your employer regarding your neurodivergence, get in touch today for a no-obligation consultation.
Choose one of the methods on the right-hand side of this page or call us on 0113 360 2449 to find out how we can help you.
Jessica Rowson started as a Paralegal at Oakwood Solicitors in July 2010, qualifying as a Solicitor in September 2013. Following her qualifying as a Solicitor, Jessica established a niche department …
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