🧠 How to make your employment practices neuroinclusive
- HRNews
- Mar 20
- 1 min read
As Neurodiversity Celebration Week draws to a close, it's a timely reminder that neuro-inclusion isn't just good practice, it's increasingly a legal necessity. 13% of UK employers have already faced an employment tribunal claim relating to neurodiversity, and the number of tribunal decisions citing ADHD alone rose from just 6 in the first half of 2020 to 51 in the first half of 2025.
With at least a fifth of the working age population identifying as neurodivergent, this isn't a niche issue. So what can employers actually do?
From recruitment through to ongoing support, the City & Guilds Neurodiversity Index 2025 and Acas research point to some clear actions:
Job applications should be simplified and free of jargon, with alternative means of application offered where possible. Interview questions can be shared in advance, and any psychometric testing should have neurodivergent accessibility built in.
Once someone is in post, a structured onboarding process, flexible working arrangements and access to mental health support all make a significant difference. Adjustments should be provided without stigma and, importantly, without requiring a formal diagnosis.
Managers play a huge role here too. Regular check-ins, clear communication in multiple formats and genuine buy-in from senior leadership are all essential to shifting organisational culture in the right direction.
At Lansbury HR, we can help you review your employment practices and documentation to ensure they reflect an inclusive and legally compliant approach. Get in touch to find out more.
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