Guide hub
Neurodiversity at work
Five guides on disclosure, reasonable adjustments and Access to Work — one for whichever seat you sit in.
These guides cover what the Equality Act means in practice for ADHD, autism and other neurodivergent traits at work: whether and how to disclose, what a reasonable adjustment actually looks like, and how the publicly funded Access to Work scheme fits alongside your employer's legal duty.
Each guide is written for one specific reader — an employee working out whether to disclose, a manager who wants to get a conversation right, or an HR team building policy — so pick the one that matches where you're sitting. If you want the ADHD-specific background first, see our ADHD guide.
For employees
Disclosure, asking for adjustments, working with your manager and your legal rights at work.
For managers
Disclosure, running meetings and updates well, your legal duty and adjustments that don't single people out.
For HR and People teams
Policy, disability data protection, Disability Confident and the business case for building neuroinclusion in from the start.
Reasonable adjustments
What the law says, what adjustments look like in practice and how Access to Work funds them.
Access to Work
Who's eligible, how to apply, what it funds and how to claim.