WORKPLACE NEURODIVERSITY GUIDE
Executive function at work can affect starting tasks, prioritising, switching attention, remembering steps, managing time and following work through to completion. Good support turns hidden expectations into visible structure.
Practical support may include written priorities, workflow tools, reminders, manager check-ins, protected focus time, realistic deadlines, assistive technology training and coaching for sustainable routines.
Make the first step visible, small and realistic.
Clarify what matters most and what can wait.
Use routines, prompts and review points to support momentum.
Direct answer
Executive Function at Work is not one workplace experience. Support should start with the person’s role, barriers, strengths and preferences rather than assumptions about a label.
Practical adjustments can reduce avoidable friction in communication, workload, tools, environment, timing, recovery or manager expectations.
Under the Equality Act 2010, employers may need to make reasonable adjustments when a disabled worker is placed at a substantial disadvantage at work.
| Workplace barrier | Practical adjustment |
|---|---|
| Starting work | Clear first steps, written priorities and short check-ins. |
| Prioritising competing tasks | Visible priority lists, deadlines and manager agreement on what comes first. |
| Working memory load | Notes, templates, reminders and written follow-up. |
| Following through | Review points, workflow tools and realistic task sequencing. |
Adjustment routes
A practical plan should name the barrier, agree the adjustment, identify who owns the next step and set a review date. This keeps support specific and reduces repeated conversations.
Use reasonable adjustments, Access to Work resources and AXS Passport after the core workplace barriers are clear. These routes can help move from informal discussion to a recorded support plan.
CAM support
Neurodiversity coaching can support strategies, communication, confidence and sustainable routines. A workplace needs assessment can identify practical adjustments linked to the role.
Assistive technology training can help where tools are part of the support plan. Access to Work resources can help explain wider work-related support routes.
Workplace support
Calling All Minds can help connect workplace barriers to clear adjustments, coaching, assessments, assistive technology and sustainable support systems.
These pages give more context and connect this guide to practical support.
Further reading from Calling All Minds on this topic.
Short answers, written in plain language.
Support should be based on the person and the role. It may include clearer communication, assistive technology, coaching, environmental changes, flexible arrangements, a workplace needs assessment or an adjustment record through AXS Passport.
Access to Work may help fund practical work-related support in some situations. Employers still need to consider reasonable adjustments and keep support under review.
Support should start with the workplace barrier and what would reduce disadvantage. Some people have a diagnosis, some are waiting, and some may describe needs without using a diagnostic label.
Use gentle, practical language. Ask what helps, avoid assumptions, agree next steps and review support without making the person repeatedly explain themselves.
Last checked: May 2026.
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