Almost half of UK workers (49%) say their employer has no policies in place to support neurodivergent colleagues, or they are unaware of any, according to new research from the national law firm Stephensons, carried out by Opinium.
Published ahead of Neurodiversity Celebration Week (16–20 March), the findings highlight major gaps in employer awareness, communication, and preparedness at a time when adult diagnoses are increasing rapidly. Around 1 in 7 UK adults are now classed as neurodivergent, yet an estimated 2.5 million remain undiagnosed.
Rising need, limited employer action
The survey of 2,000 UK adults in employment found that only 23% say their organisation has dedicated neurodiversity policies in place.
A further 23% believe their employer recognises neurodivergent needs but has taken no formal action.
However, 25% say their employer is not aware of these needs at all and more than a quarter (28%) simply don’t know whether any support exists.
Where support is available, it is often unclear or poorly communicated.
Younger workers are driving change
Younger employees appear more aware of, and more affected by, neurodiversity issues in the workplace. The survey found that over 60% of Gen Z workers believe neurodiversity needs should be taken as seriously as general health and wellbeing. Whilst 43% say a lack of support impacts their productivity.
Legal expectations are increasing
Philip Richardson, partner and head of employment law at Stephensons, said:
“These findings make it clear that many employers are significantly behind the curve. We’re seeing rising diagnoses, growing expectations from staff, and clearer legal responsibilities under the Equality Act. Yet in too many organisations, policies are either missing altogether or not communicated well enough for employees to know they’re there.”
He added:
“We have seen a noticeable rise in employment claims brought by neurodivergent individuals. Often, employers make capability-related decisions without fully exploring whether performance concerns may be linked to an employee’s neurodivergent needs. Too often, this leads to situations where reasonable adjustments are not considered or implemented, despite being a legal requirement under the Equality Act.”
“Taking simple steps, from reviewing reasonable adjustments to training managers and having open, honest conversations with neurodivergent colleagues, can make a genuine difference. Employers who take this seriously now will be far better placed to attract, support and retain talent in the future.”
Stephensons urges employers to act
- Review existing inclusion and accessibility policies
- Engage directly with neurodivergent staff
- Ensure that any available support is clearly and consistently communicated
- Equip managers with the training needed to recognise and respond to neurodivergent needs