Telling your employer you’re neurodivergent can feel overwhelming. Whether you’re autistic, ADHD, dyslexic, dyspraxic or have another neurodivergent profile, knowing how to start the conversation and what to expect is crucial. But the benefits of opening up can be huge: understanding, support, and adjustments that help you work at your best.
This guide will help you decide if, when and how to talk to your employer about being neurodivergent, what your rights are, and how to handle the conversation confidently.
Should I Tell My Employer I’m Neurodivergent?
First, there’s no legal requirement to disclose your neurodivergence. Disclosure is your choice. Some people find sharing helpful, while others prefer to keep it private.
You might choose to talk to your employer if:
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You’re struggling with parts of your role or workplace environment
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You want reasonable adjustments like flexible working, clearer instructions, or a quieter workspace
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You’d like your manager and colleagues to better understand how you work
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You’re newly diagnosed or self-identifying and want to discuss support
However, you don’t have to share a diagnosis just to ask for support. If your neurodivergence creates substantial, long-term challenges at work, you’re protected under the Equality Act 2010. This means your employer has a legal duty to consider reasonable adjustments whether you have a formal diagnosis or not.
Benefits of Telling Your Employer
Talking about your neurodivergence can help you:
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Access adjustments and support that can make your job more sustainable
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Reduce the pressure to mask or hide struggles
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Build better relationships with your manager and team
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Lower the risk of misunderstandings about your communication or work style
Risks to Consider
It’s important to weigh potential downsides too. Disclosure can feel vulnerable. While many employers are supportive, some neurodivergent people still face stigma or unconscious bias. Think carefully about your organisation’s culture and whether you trust your manager or HR team.
When to Disclose
Timing matters. There’s no perfect moment, but you might choose to tell your employer:
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After a new diagnosis, especially if you want to explore adjustments
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When you start a new job, during onboarding or probation
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When difficulties arise that impact your performance or wellbeing
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During regular check-ins, performance reviews, or wellbeing conversations
Who Should You Tell?
Depending on your workplace structure, you could speak to:
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Your direct manager or supervisor
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HR or your People team
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A designated disability or neurodiversity champion if your company has one
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Occupational health, if you’ve been referred for workplace adjustments
In most cases, starting with your manager is best, especially if they’re supportive. HR can provide formal guidance and ensure any adjustments are recorded.
How to Prepare for the Conversation
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Know what you need
Before you talk, make a list of areas you struggle with and any ideas for adjustments. For example, you might need clearer written instructions, regular check-ins, or a quieter workspace. -
Gather supporting information
You don’t have to share a diagnosis report, but having a letter from a healthcare professional or a resource on your condition can help explain your needs. -
Understand your rights
Under the Equality Act, employers must consider reasonable adjustments for disabled employees, including many neurodivergent people. Knowing your rights can boost your confidence. -
Plan what you want to say
Writing down your points can make the conversation easier. Rehearse or role-play with a trusted friend or family member if you’re nervous.
How to Start the Conversation
You could begin with:
“I’d like to share something about how I work best. I’m neurodivergent, and there are a few adjustments that could really help me perform at my best.”
Or, if you’re unsure about using the word neurodivergent, you might say:
“I have some differences in how I process information, and I’d like to talk about how we can make sure I’m supported at work.”
Stay calm, clear, and professional. Remember, you don’t have to disclose more than you’re comfortable sharing. Focus on how adjustments will help you and benefit your team.
What Reasonable Adjustments Can You Request?
Depending on your needs, you could ask for:
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Flexible start and finish times
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Working from home some days
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Quiet workspaces or noise-cancelling headphones
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Clearer written instructions
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Extra time for tasks with heavy reading or concentration
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Regular one-to-one check-ins to prioritise tasks
Reasonable adjustments should be tailored to you. It’s okay to ask for a trial period to see what works best.
If Your Employer Reacts Poorly
Most employers will want to help. But if you face a negative response:
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Stay professional. Ask for reasons if adjustments are refused.
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Keep a record of conversations and emails.
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Remind them of their duty under the Equality Act if your neurodivergence substantially affects your day-to-day life.
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Seek support from HR, a union rep, or ACAS if needed.
Your Rights
You’re protected under the Equality Act 2010 if your neurodivergence has a substantial, long-term effect on your ability to do normal daily activities. Employers must consider reasonable adjustments to remove or reduce disadvantages you experience.
You’re also protected against discrimination, harassment, and victimisation related to your neurodivergence.
Tips for After You’ve Shared
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Schedule a follow-up meeting to review adjustments and check how things are going.
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Be patient: adjustments may take time to arrange.
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Keep communication open. Share what’s working and what’s not.
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Seek support from neurodiversity networks, colleagues, or external organisations if you feel isolated.
When You Don’t Feel Safe Disclosing
If your workplace feels unsupportive, you can still ask for adjustments without sharing a diagnosis. You might frame it like:
“I’ve noticed I work better with written instructions. Could we agree on sending summaries after meetings?”
Focus on what helps you, rather than the reason why.
Final Thoughts
Deciding to tell your employer you’re neurodivergent is personal. It’s your right to choose what you share and when. But with preparation, you can have a constructive conversation that leads to the support you need and helps you do your best work.
Remember, you deserve to work in an environment where you can be yourself and where your strengths are valued.