Access to Work for Neurominorities – A Guide for Employees
Are you in a neurominority?
That is, do you have ADHD, ASD, dyslexia, anxiety, depression or another neurodivergence or mental health condition?
If so, this might be a familiar scenario for you at work:
“My employer is unaware, as I have taken some time off during the day when I’ve been struggling emotionally, and then caught up in the evenings or weekends. I do this because I’m embarrassed to admit I’m struggling and concerned of their response.”
This quote from the 2024 Neurodiversity Index report by City and Guilds highlights a widespread issue: 50% of neurodivergent individuals report taking time off work due to their specific challenges. And it’s really no wonder, given the pressure and exhaustion from feeling the need to constantly mask their neurodivergence at work.
But what can you do?
Legal Rights and Reasonable Adjustments
It can be difficult to disclose that you have a disability or neurodifference to your employer. Many people who are self-diagnosed worry that their diagnosis is not valid - but that’s not the case. Under the Equality Act (2010), your employer has a legal duty to make ‘reasonable adjustments’ for anyone they know or are reasonably expected to know, has a disability.
Reasonable adjustments are the adaptations and accommodations your employer is legally required to implement to help you do your job when you have a disability, physical health or mental health condition.
The Advisory, Conciliation and Arbitration Service (ACAS) categorises those adjustments as:
making changes to the workplace
changing someone's working arrangements
finding a different way to do something
providing equipment, services or support
Reasonable adjustments could include:
Flexible working/changing how you take your breaks – Having more frequent breaks to regulate yourself and break up your day might help you to remain focused. Or perhaps working from home in a ‘hybrid’ arrangement would suit you better?
Changing where you sit – If your workstation is near a busy walkway, that could be distracting and uncomfortable from a sensory perspective. Would you prefer to sit in a quieter area of the room to help you maintain your concentration and reduce sensory overload?
Workstation adjustments – Do you need to move and stretch to get the sensory input you need to stay regulated? A height-adjustable desk might make this easier. If the lighting above your desk is too bright, can it be adjusted to soften it?
Communication preferences – I know and understand from my clients that ambiguous communication can lead to anxiety and worry. Without context, phrases like, ‘Can we have a chat later?’ could provoke anxious thoughts and make it difficult to focus for the rest of the day. Your employer can tailor communication to suit you (within reason). You might also find traditional ‘classroom-based’ learning and development challenging and need training to be delivered in a different way.
Work coaching – Sometimes called ‘coping strategies’. This is where I come in! We have regular coaching sessions so you can explore new strategies and skills to help you thrive at work.
Bear in mind that this is not an exhaustive list, and some of these suggestions may not resonate with you. Every person is an individual and should be treated as such, so speak to your employer about the adjustments that would make it easier for you to do your job.
You can find out more about ‘reasonable adjustments’ here on the ACAS website.
Access to Work - practical and financial support to help you thrive at work
But what if your employer has already made those reasonable adjustments, and you need more support?
That’s where the Access to Work scheme comes in.
Access to Work is a UK government scheme that offers funding and support to those with disabilities and physical or mental health conditions to help them get and thrive in work. It’s operated by the Department for Work and Pensions (DWP) on a grant basis, which means you don’t have to repay the funding you receive.
Read more about how the Access to Work scheme works and the kind of support you could receive in my article here.
To apply for Access to Work, complete an online form through the application link here.
If you need help with the application process (including figuring out what support to apply for), there are Access to Work application specialists that can support you with this. Feel free to use the contact form on my website to get in touch if you need a recommendation. There’s also an Access to Work helpline available on 0800 121 7479.
Work coaching via Access to Work
One of the supports available through Access to Work is work coaching (sometimes called ‘job coaching’). As a neurominority work coach, I help you get unstuck at work, give you tools and approaches to help you focus, and empower you to feel more regulated and at ease.
Nine times out of ten, my clients love their jobs. They just don’t love the confines in which they are expected to carry out the job because it’s totally incompatible with how their brains work.
Most of my clients have been granted Access to Work funding for their coaching, but your employer may also be willing to fund coaching support directly to help you progress and excel at your job.
You can send them this link, which explains the Access to Work process for employers.
Benefits of work coaching through Access to Work
Having a work coach funded by your employer or through Access to Work can help you to succeed in your job and reach your goals.
Some of the challenges I work on with my neurodivergent clients include:
Having difficulty with staying focused
Sensory overload
Communication misunderstandings
Time management challenges
Feelings of rejection (Rejection-sensitive dysphoria is common among neurodivergent individuals, causing them to perceive feedback negatively even if it wasn’t meant that way.)
In our coaching sessions, we can explore resources and approaches to empower you to advocate for your needs and work with your unique brain and processing style rather than struggling against it.
When my clients are supported through adjustments and work coaching, they typically go on to excel in their performance at work and feel better about their mental health. The difference it can make is incredible!
Next steps for getting the support you need
To start the conversation at work about additional support, you could try having a chat with your HR Manager. They are generally well-equipped and knowledgeable in making the workplace more accessible and inclusive. You could even send them a copy of this article if you’re concerned they may not fully understand where you’re coming from.
If you’re struggling and it’s affecting your ability to show up fully for work, your company may agree to fund some coaching immediately.
If you’d like to find out more about how I can help, you can book a discovery call here or use my contact form to send a message here.
For more information, you can also check out the other articles in my Access to Work series here:
Access to Work: Practical Support for Neurominorities in the Workplace
Access to Work for Neurominorities - A Guide for Employers
Access to Work for Neurominorities - A Guide for the Self-Employed
Smiling woman with brown hair and a purple jumper, beside a microphone. The background is neutral.
About
I'm Victoria Tretis, and I coach neurodivergent adults who feel stuck and overwhelmed in the chaos of daily life. They want to design and achieve their version of success. (I don't believe there is one right way to accomplish this.)
I also work with line managers who want to strengthen the support they provide within neurodiverse teams.
My work is not about rich people getting richer. Instead, sessions are centred around clients wanting to better understand themselves and those around them.