At Enna, we believe that neuro-inclusion isn’t just a nice-to-have, it’s essential for building workplaces where everyone can thrive. That’s why we’re excited to share our new Reasonable Adjustments Guide for Autistic Employees — a practical, user-friendly resource designed to help employers and employees work together to create supportive, accessible working environments.

Why this guide matters

While awareness of autism is growing in the workplace, many organisations still struggle with the “what now?” when it comes to actually supporting autistic employees day-to-day. Reasonable adjustments are a key part of that picture — but too often, conversations about them are vague, reactive, or based on assumptions.

We created this guide to change that.

It breaks down common challenges that autistic employees may face at work, from sensory sensitivities and communication preferences to difficulties with processing time or executive functioning, and offers practical, specific examples of adjustments that can be put in place to help.

Most importantly, it’s written in a neutral, collaborative way. These aren’t just things a manager should do for an employee — they’re suggestions that can be raised from either side of the conversation. Whether you’re an autistic employee trying to advocate for what you need, or a manager keen to create a more inclusive environment, this guide is a tool to help you take that next step with confidence.

Moving from generic advice to meaningful action

We’ve all heard the advice: “Be supportive. Respect boundaries. Communicate clearly.” And while that’s well-intentioned, it can be frustratingly vague.

Our guide focuses on what employers can actually do. For example:

• Instead of saying “create a sensory-friendly workspace,” we suggest offering noise-cancelling headphones, or positioning someone’s desk in a quieter area of the office, or providing flexible start times to avoid the noise and stress of the morning commute.

• Rather than saying “respect communication preferences,” we recommend concrete practices like sending questions ahead of meetings, providing written follow-ups after verbal discussions, or avoiding ‘cold calling’ people in meetings.

• And instead of general guidance like “support executive functioning,” we provide examples like using shared task management tools, breaking down projects into smaller, clearly prioritised steps, or creating weekly planning check-ins.

These aren’t one-size-fits-all solutions. But they offer a starting point, a way into conversations that are often difficult to initiate, especially for those who are newly diagnosed, unsure of their rights, or used to masking their needs.

Designed for real-world use

This guide isn’t just for HR teams or inclusion specialists. It’s been created with usability in mind — something you can print out, share with a manager, or use to guide a workplace discussion.

We’ve included sections on:

• Sensory sensitivities

• Communication preferences

• Executive functioning

• Social dynamics and inclusion

• Processing time

• Transitions and change

Each section gives a short explanation of the challenge, followed by a list of suggested adjustments with a brief explanation of how each one works in practice.

Whether you’re preparing for a workplace assessment, supporting a new hire, or looking to make your team more inclusive, the guide is designed to make that process clearer, kinder, and more effective.

A conversation, not a checklist

We know that not all autistic people will face the same challenges, and not all adjustments will be necessary or helpful for everyone. This guide is not a checklist, but a conversation starter.

We encourage managers to use it as part of a dialogue with their team members: What’s working well? What could be improved? Are there barriers we haven’t considered? Are there adjustments that might make a meaningful difference?

Likewise, we hope it empowers autistic employees to advocate for themselves, especially those who may not feel confident asking for support or who’ve previously been met with resistance.

Inclusion isn’t about exception — it’s about design

Reasonable adjustments aren’t about lowering the bar or making special allowances. They’re about creating the right environment for people to do their best work. When that happens, everyone benefits: productivity improves, morale increases, and team culture becomes more inclusive by design.

Autistic employees bring huge strengths to the workplace from innovative thinking and focus to integrity, reliability, and creative problem-solving. But without the right support, those strengths can be missed, masked, or misunderstood.

By offering practical, proactive adjustments, we can unlock that potential, and move towards a workplace where neurodiversity is valued, supported, and celebrated.

Download the guide

We’d love to hear how you use it, whether it sparks a new conversation, leads to a policy change, or simply gives someone the confidence to ask for what they need. If you’re looking for further training, workshops, or support around neuro-inclusion, get in touch, we’d love to help.