Neurodiversity: Flexible Working

ADHD and Autism are neurodevelopmental conditions which are often disabilities considered under the Equality Act 2010. The Equality Act 2010 and the Health and Safety at Work Act 1974 require employers to make reasonable adjustments and to ensure the health, safety and welfare of their employees. If an employee would be substantially disadvantaged without flexible working patterns on grounds of their disability, they would be entitled to reasonable adjustments. Additionally, the Employment Rights Bill contains measures to make flexible working the default for all employees, except where it is not reasonably feasible.

As a government, we want to support all forms of neurodiversity in the workplace, and we are looking to build on the findings of the Buckland Review of Autism Employment by gathering expert advice in line with this expanded focus.

Our support to employers includes the online Support with Employee Health and Disability service, to support employers managing health and disability in the workplace. This includes questions of disclosure and equipping employers to feel confident having conversations about health and disability. The Disability Confident scheme also signposts employers to expert resources which support the employment of disabled people, including those with autism and ADHD.

We recently announced Keep Britain Working, a major independent review of the employer’s role in reducing health-related inactivity and to promote healthy and inclusive workplaces, led by Sir Charlie Mayfield.