Telling your manager you’re neurodivergent can feel like a big step. You might worry about how they’ll react, whether they’ll see you differently or whether it could affect your job. Those worries are understandable. Handled well, though, the conversation can lead to changes that make work noticeably easier.
Whether and when you tell your manager is your decision. If you’re still weighing it up, our questions to help you decide about disclosure are a good place to start. If you’ve decided to go ahead, here’s how to prepare.
Get clear on how your neurodivergence shows up at work
Before the conversation, think about how being autistic, ADHD, dyslexic, dyspraxic or otherwise neurodivergent affects your working day. Which tasks come easily? Where do you run into barriers? What has helped in the past? You don’t need to be an expert on the research. You’re the expert on you, and that’s what your manager needs to hear. A working styles guide can help you put it into words.
Know your rights
In the UK, the Equality Act 2010 protects disabled people from discrimination at work. Many neurodivergent people meet the legal definition of disability, and when an employer knows, or could reasonably be expected to know, that someone is disabled, it has a duty to make reasonable adjustments. ACAS explains how reasonable adjustments work in plain English.
Do you need a diagnosis?
Not necessarily. You can ask for changes without a formal diagnosis, and many employers will agree to simple adjustments regardless. Some may ask for more information, particularly for bigger changes, but a long waiting list shouldn’t stop you raising what you need now. Read more in am I entitled to reasonable adjustments while going through a diagnosis?
Pick the right moment
Don’t squeeze it into the end of a busy day or a team meeting. Ask for a private one-to-one, for example: “I’d like to talk to you about how I work best. Could we book in half an hour this week?” If talking face to face feels hard, you can put the main points in writing first. Our disclosure templates and reasonable adjustment request email templates give you wording to start from.
Be specific about what would help
Managers respond best to concrete requests. Instead of “I find the office hard”, try: “I’m autistic, and the noise near the kitchen makes it hard to concentrate. Could I move to a quieter desk and wear headphones when I’m doing focused work?” Or: “I have ADHD. Written follow-ups after meetings would help me keep track of actions. Could we send a short summary after our one-to-ones?”
Talk about your strengths too
This isn’t only a conversation about barriers. Tell your manager what you bring. Maybe you spot patterns other people miss, come up with ideas quickly or can focus deeply on detailed work. It gives them the full picture and helps them think about where you’ll add the most value.
Agree the next steps
Finish by agreeing what will happen, who will do it and when you’ll review it. Ask for a written note of any adjustments so they stay in place if your manager changes.
How Enna can help
If your manager wants to get this right, point them towards our workplace needs assessments, which set out practical adjustments for you as an individual. And if your current workplace isn’t willing to listen, it may be time to find one that will. The Enna jobs board lists roles with employers who take neuroinclusion seriously, and you can register for job alerts so new vacancies come straight to you.
