Talking about neurodivergence at work

You may want to talk about a difficulty at work without giving a detailed personal history. Before the conversation, think about what you want the other person to understand and what would help you do the work.

Decide what you want to discuss

You could start with a task or a barrier: “I find it difficult to follow changing verbal instructions. Could we keep the current priorities in writing?” You can share a diagnosis if you want to, but it is not the only way to explain a need.

Choose who to speak to

A manager, HR contact, occupational-health service or union representative may be a useful starting point. Ask who will see any information you provide and how it will be recorded before sharing sensitive details.

Ask about support

In Great Britain, a formal diagnosis is not a prerequisite for reasonable adjustments. The circumstances and effect on the person matter. Acas explains the process in its guidance on talking about neurodiversity and making work neuroinclusive.

Keep a useful record

After the conversation, write down what was discussed, any agreed changes and when you will check back. If you are unsure about your rights or a request has been refused, seek advice about your own situation rather than relying on a sample script.