The return from a holiday can be a period of rest and rejuvenation, but for neurodivergent employees, it may also come with feelings of overwhelm. Catching up on emails, news, and projects can become a daunting task, especially when they return to a full inbox and a team eager for updates. Managers play a critical role in ensuring that neurodivergent employees experience a smooth, supported transition back to work after time off.

This blog will explore actionable strategies managers can use to help their neurodivergent employees re-enter the workplace in a way that minimises stress and fosters productivity.

1. Prepare Before the Holiday Begins

Managers can take proactive steps before their neurodivergent employee even goes on holiday to ensure their return is less overwhelming. A little forward-thinking can set the stage for a smoother reentry into the work environment.

Actionable Tips:

• Delegate key tasks ahead of time: Discuss with the employee which of their tasks can be delegated to others or put on hold during their absence. This prevents the workload from piling up.
• Set clear expectations for their return: Discuss what the first day back will look like. Let the employee know if there will be any major changes or updates they need to be aware of upon returning. Knowing what to expect can reduce anxiety.
• Set an autoresponder: Assist them in crafting an out-of-office email response that clearly states they’ll be catching up on work upon their return. This helps set boundaries with colleagues and clients who may expect immediate responses.

2. Managing the Email Overflow

One of the biggest challenges for neurodivergent employees returning from holiday is the sheer volume of unread emails in their inbox. Neurodivergent employees, such as those with ADHD, dyslexia, or autism, may find it particularly difficult to sift through hundreds of messages, prioritise responses, and figure out what’s most important.

Actionable Tips:

• Pre-sort emails before they return: Managers can take the initiative to sort emails into categories such as “urgent,” “important but not urgent,” and “for information only.” By the time the employee returns, they’ll only need to focus on emails that require immediate attention.
• Assign a buddy: Pair the neurodivergent employee with a colleague who can help identify any critical emails they missed during their time off. This can alleviate the pressure of reading through everything at once.
• Offer quiet time to catch up: When employees return from holiday, give them an hour or two of uninterrupted time in a quiet space to go through their inbox at their own pace without the pressure of immediate meetings or tasks.

3. Breaking Down the News

After a holiday, it’s common for an employee to feel out of the loop. Catching up on changes in the company, new policies, or project updates can feel overwhelming—particularly for neurodivergent employees who may have difficulty processing large amounts of new information at once.

Actionable Tips:

• Summarise key updates: Provide a concise, written summary of the most important things that have happened while they were away. Bullet points or visual aids can be helpful to make information more digestible.
• Host a low-pressure debrief meeting: Schedule a one-on-one meeting with the employee shortly after they return to explain any significant changes or updates. Be sure to create a space where the employee feels comfortable asking questions or seeking clarification.
• Avoid information overload: Don’t bombard the employee with all updates in one go. Space out information across the first few days back so they can process it at their own pace.

4. Offering Flexibility in the First Days Back

Returning from a holiday can be a jarring transition for anyone, but it can be especially tough for neurodivergent employees who thrive on routine and consistency. Flexibility during the first few days back can make all the difference in helping them regain their focus and productivity.

Actionable Tips:

• Allow a phased return: If possible, offer the option for a phased return where the employee starts with half days or fewer meetings. This gradual return can help them ease back into the workload.
• Schedule fewer meetings: Ensure the employee’s calendar isn’t immediately filled with back-to-back meetings. Start with lighter, less urgent discussions, allowing them time to re-establish their routine.
• Offer flexible hours: For neurodivergent employees who may find it difficult to get back into the work rhythm, consider offering temporary flexible start times during their first week back.

5. Prioritising Mental Health and Wellbeing

A holiday break doesn’t always guarantee rest. Some neurodivergent employees might feel the strain of needing to decompress from social or sensory overload during their time off, meaning they come back more fatigued than refreshed.

Actionable Tips:

• Check-in on their wellbeing: Schedule a private, supportive check-in with your employee to see how they’re feeling. Ask if they need additional support, whether that’s a mental health day, a reduced workload for a period, or simply some time to adjust.
• Provide access to mental health resources: Ensure employees are aware of any mental health services your company offers, such as counseling or employee assistance programs. Encourage them to take advantage of these resources if needed.
• Create a quiet space: If your office environment can be overstimulating, offer neurodivergent employees a quiet space to retreat to if they need to recharge throughout the day.

6. Offering Support from Colleagues

Returning from holiday and facing a pile of tasks, updates, and emails can feel isolating. Neurodivergent employees might benefit from knowing they have the support of their peers as they reintegrate into their work environment.

Actionable Tips:

• Encourage team collaboration: Promote a culture of teamwork where colleagues step in to help with tasks or provide updates on what happened while the employee was away. This reduces the burden of catch-up on the neurodivergent employee.
• Assign a mentor or buddy: Designating a specific colleague to check in with the employee during their first few days back can provide additional reassurance. The mentor can help answer any questions or concerns and ensure that the employee doesn’t feel isolated.

7. Building a Return-to-Work Plan

Some neurodivergent employees may benefit from having a clear, structured plan for their first few days back at work. This can help them feel more in control and less anxious about what awaits them after their holiday.

Actionable Tips:

• Create a task list: Before the employee returns, work with them to build a prioritised list of tasks and projects that need attention. Breaking larger tasks into smaller, manageable steps can help them feel more in control.
• Allow for flexibility: Recognise that the first few days back may involve some catching up and adjustment. Be flexible with deadlines or task completion expectations where possible, allowing the employee to ease back into their responsibilities.
• Communicate clear goals: Make sure that the employee knows what is expected of them upon returning, but avoid overwhelming them with too many goals at once. Help them prioritise what needs to be done immediately versus what can wait.

8. Promoting Open Communication

Fostering an open line of communication is essential to supporting neurodivergent employees as they transition back from holiday. When employees feel safe to express their needs or concerns, managers can provide better-targeted support.

Actionable Tips:

• Encourage feedback: Ask your employee how they feel about their return to work experience. Are there additional steps the manager or team can take to make future returns smoother?
• Make adjustments: If the employee identifies any specific challenges or discomforts upon returning, be willing to make reasonable adjustments. This could involve altering their workload, schedule, or workspace to better suit their needs.

Conclusion

Returning to work after a holiday should be a positive and stress-free experience, but for neurodivergent employees, it can bring its own unique set of challenges. By taking proactive steps, managers can support their neurodivergent employees in ways that reduce overwhelm and set them up for success. From pre-sorting emails to offering flexible hours and creating a quiet space, these actionable tips will help managers create a more inclusive and supportive environment for everyone, ensuring a smoother transition back to work.