For a lot of neurodivergent people, the way work is organised matters as much as the work itself. A later start, two days a week at home or a compressed week can be what keeps the job sustainable. Asking for that change can still feel nerve-wracking, especially if you are not sure what the law says or how your manager will react.
This guide walks through your rights in the UK, how to put a request together, and what you can do if the answer is no.
What counts as flexible working
Flexible working covers far more than working from home. It can mean changing when you work, where you work or how many hours you do. Common examples include:
- different start and finish times, or flexitime
- compressed hours, where you work your usual hours over fewer days
- part-time hours or a job share
- remote or hybrid working
For neurodivergent employees, the right pattern might mean doing focused work at the time of day your brain is sharpest, or travelling outside rush hour so you arrive without sensory overload. Our working styles guide can help you put into words what works for you before you ask.
Your legal rights
The statutory right to request
Since April 2024, every employee in Great Britain can make a statutory flexible working request from their first day in a job. You can make two requests in any 12-month period, although only one can be live at a time. Your employer has to give you a decision within two months of receiving it, including any appeal, unless you both agree to extend that.
Your employer must deal with the request reasonably and cannot turn it down without first consulting you. The full rules are set out in the Acas Code of Practice on flexible working requests.
Flexible working as a reasonable adjustment
There is a second route that often matters more. If your neurodivergence has a substantial and long-term effect on your day-to-day activities, it may meet the definition of disability under the Equality Act 2010. Your employer then has a separate legal duty to make reasonable adjustments, and a change to your hours or location can be one of them.
The two duties sit side by side. A request can be refused under the statutory scheme for a business reason and still be a reasonable adjustment the employer is required to make. Our page on reasonable adjustments and the law explains how that duty works.
Changes on the way
The Employment Rights Act 2025 will raise the bar further. Once the changes take effect, expected in autumn 2027, employers will only be able to refuse a request if the refusal is reasonable, and they will have to explain why. We cover the wider changes in what the new Employment Rights Act means for neuroinclusion.
How to make your request
You can start with an informal chat, but put the request itself in writing. That gives you a clear date for the two-month clock and a record to refer back to.
What to include
Say clearly that you are making a statutory flexible working request. Then set out exactly what you want: “I would like to work from home on Mondays and Fridays” is much easier to say yes to than “I’d like more flexibility”.
Say when you would like the change to start and whether you are proposing it permanently or as a trial. A three-month trial with a review date often lowers the stakes for a cautious manager.
You no longer have to explain what effect the change would have on the business, but it can help to show you have thought about it. Mention how you would handle meetings, cover or deadlines.
How much to say about being neurodivergent
That is your call. You do not have to share a diagnosis. If you want the request treated as a reasonable adjustment, though, your employer needs to know enough to understand why it relates to a disability. Something like “I’m autistic and the open-plan office drains my energy by mid-morning, so working from home two days a week would let me do my best work” is often enough. Our disclosure templates can help you find wording you are comfortable with, and our guide to talking to your employer about being neurodivergent goes into more detail.
Who to send it to
Send it to your line manager and copy in HR if you are not sure who makes the decision. Check your staff handbook or intranet first, as many organisations have a set form.
What happens next
Your employer should talk the request through with you before refusing any part of it. You do not have a legal right to bring someone to that meeting, but the Acas Code says it is good practice to allow a colleague or trade union representative to come with you, and many employers will agree.
An employer can only turn a statutory request down for one or more of eight business reasons set out in law. These include extra costs that would be a burden, being unable to reorganise work among other staff, a negative effect on quality, performance or customer demand, not having enough work at the times you want to work, and planned structural changes.
If your employer says no
A refusal is not always the end of the conversation.
Ask for the reasons in writing
If the business reason is vague, ask your manager to explain how your specific arrangement would cause that problem. Sometimes a refusal is based on a misunderstanding about what you are asking for.
Offer a different version
Could a trial, one day at home instead of two, or a later start without a change of location meet the same need? Proposing a compromise shows good faith and often moves things along.
Ask for it as a reasonable adjustment
If the request relates to your neurodivergence and you have not already framed it that way, say so. The reasonable adjustments duty is separate from the statutory scheme, and the test is different: the question is whether the adjustment is reasonable, not whether one of the eight business reasons applies. A workplace needs assessment can give your employer an independent view of what would help.
Appeal, raise a grievance or get advice
There is no statutory right of appeal, but most employers offer one and the Acas Code recommends it. If you think the request was not handled properly, or you are being treated unfairly because of a disability, you can raise a formal grievance. Acas, your union or Citizens Advice can give free advice on your options. Keep copies of your request, the response and notes from any meetings.
Why it matters
Flexible working is often treated as a perk. For many neurodivergent people it is closer to a reasonable adjustment that happens to benefit everyone. Less time on a noisy commute, more control over when deep work happens and less energy spent masking can mean better work and less time off.
Neurodivergent people should not have to burn out to keep a job. A clear, well-timed request puts you in a strong position, and the law is moving in your favour.
How Enna can help
If your current employer is not open to flexibility, it may be time to look at organisations that are. The Enna jobs board lists roles with employers who have committed to neuroinclusion, and you can set up job alerts so new roles come straight to your inbox.
If you are a manager or HR lead reading this, our Reasonable Adjustments: Putting It Into Practice workshop helps teams handle requests like these fairly and quickly. Book a call with our team to talk it through.
