Waiting lists for autism and ADHD assessments on the NHS have grown far beyond what the system was built for. People routinely wait months, and often years, for an answer. That delay doesn’t only affect healthcare. It shapes what happens at work, because many employees are now doing their jobs while they wait to find out whether they’re autistic or ADHD.
For employers, the key point is simple. You don’t need to wait for a diagnosis to support someone, and in many cases the law expects you not to.
How long are people waiting?
The numbers are stark. According to the National Autistic Society’s analysis of NHS data, 227,813 people in England had an open referral for suspected autism in September 2025, and around nine in ten of them had been waiting longer than 13 weeks. For ADHD, the NHS itself says waits for an adult assessment can be several months or years.
Behind those figures are people trying to hold down jobs without the explanation, or the support, that a diagnosis can bring. Many have spent years masking their differences at work. Our guide to high masking neurodivergent employees explains why that matters.
It’s also likely that some of your employees are neurodivergent and don’t know it yet. We explored this in 1 in 5 of your employees is neurodivergent.
What the law says
Under the Equality Act 2010, employers must make reasonable adjustments for disabled employees once they know, or could reasonably be expected to know, that someone is disabled and at a substantial disadvantage. Autism and ADHD will often meet the legal definition of disability.
For anyone on a waiting list, the important part is this: a formal diagnosis isn’t required. Acas guidance on neurodiversity states that a worker does not need a diagnosis to be considered disabled under the Equality Act, and that employers should offer support whether or not someone has one. Refusing adjustments only because there’s no diagnosis is a real legal risk. Our page on reasonable adjustments and your legal responsibilities sets out the detail.
What employers can do now
Make it safe to talk
Employees will only tell you they’re waiting for an assessment if they trust it won’t be held against them. Managers set that tone. A simple, private way to share information, such as disclosure templates, also helps.
Focus on needs, not labels
Ask what’s getting in the way and what would help, then try it. Most adjustments for autistic and ADHD people are low cost: written instructions, quieter workspaces, flexible hours, fewer interruptions, agendas before meetings, or the option to work from home. They can be reviewed and changed as you learn what works.
Get specialist input where it helps
If the right adjustments aren’t obvious, an occupational health referral or a workplace needs assessment can identify them without waiting for a clinical diagnosis. In the UK, the government’s Access to Work scheme can also help with costs beyond what an employer would normally provide.
Train the people who make the day to day decisions
Line managers decide whether an adjustment request gets a yes, a no or a shrug. Training gives them the confidence to handle these conversations well and spot when the legal duty applies.
Why early support pays off
Support given early is cheaper and more effective than support given after a crisis. An employee who gets sensible adjustments while waiting is more likely to stay well, stay productive and stay with you. One left to struggle on for two years until a diagnosis arrives is more likely to go off sick, leave, or raise a grievance. The waiting list isn’t something employers can fix, but what happens at work in the meantime is very much in their hands.
How Enna can help
When an employee is waiting for an assessment, a workplace needs assessment from Enna identifies practical adjustments now, with no diagnosis needed. Our reasonable adjustments training gives managers the confidence to agree and review adjustments themselves, and our neuroinclusion audits check if your policies and processes work for people without a diagnosis.
To talk about where to start, book a call with our team.
