Neurodiversity in the Workplace

Laurence Turner Excerpts

Wednesday 17th December 2025 Westminster Hall

[Sarah Hall]

I agree and feel that the hon. Member is describing me a little bit in that. So yes, I absolutely agree with that characterisation.

Just as concerning is the fact that nearly a third of neurodivergent workers have not told their manager or HR department at all, not because they do not need support, but because they fear stigma, stereotypes or the impact that disclosure could have on their career. That tells us something fundamental: the problem is not difference, but the environment that people are expected to work in. Neurodiversity describes the natural differences in how people’s brains behave and process information. We all think, learn and act differently and have different strengths and challenges. That is normal and human, yet the world of work is still too often built around a very narrow idea of what is typical. When workplaces are designed around that narrow norm, barriers are created.

[Laurence Turner (Birmingham Northfield) (Lab)]

Merry Christmas to you, Mr Twigg, and all the House staff. I thank my hon. Friend for securing this debate on a topic that is close to my heart, and close to the hearts of many of my constituents. My union, the GMB, has done a lot of work on this issue through the “Thinking Differently at Work” campaign. Does my hon. Friend agree that when workplaces are inclusive by design, and there are clear routes for reasonable adjustments to be made, employers benefit because they get the best out of all the talents in their workforce?

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[The Minister of State, Department for Work and Pensions (Dame Diana Johnson)]

It is a pleasure to serve under your chairship, Mr Twigg. I congratulate my hon. Friend the Member for Warrington South (Sarah Hall) on securing the debate and her powerful and eloquent speech. A number of excellent interventions made important points. I have noted them, even if I do not have the chance to respond to them all.

My hon. Friend has previously spoken about her ADHD diagnosis and her determination to use her platform to make Parliament, and politics more generally, more welcoming for neurodiverse people. I am pleased that she has given us the opportunity to talk about how we can achieve that in other workplaces across the country too. At the moment, only 34% of autistic people, for example, are in any sort of employment, compared with around 55% of disabled people overall. As a country, we can and must do better.

My hon. Friend is living proof that neurodiversity does not have to be a barrier to achievement, but as she has previously highlighted, the right support makes a huge difference, whether in education or the workplace. It is important that good practice becomes standard practice—not only does everyone deserve the chance to fulfil their potential, but a more inclusive labour market is a stronger labour market. I will endeavour to answer her questions, but if I miss anything, I am very happy to write to her with further details.

This January, we launched an independent panel of academics, chosen because of their expertise and lived experience of neurodiversity, to consider why neurodivergent people can have poor experiences in work and a low overall employment rate. I am grateful to the panel for their dedication and the evidence they gathered, which will help us—both the Government and employers—to understand how we can improve the workplace experiences of neurodivergent people. The panel was led by Professor Amanda Kirby, who I am pleased to be meeting tomorrow to discuss her recommendations.

I am also pleased to hear about the excellent work that unions have been undertaking in this area, the GMB and USDAW in particular, to expand the understanding of neurodiversity in the workplace.

[Laurence Turner]

One problem experienced by neurodivergent workers is that, when reasonable adjustments are put in place, the manager changes and they have to start again. The TUC did some very good work on a reasonable adjustments passport, as did the civil service unions. I encourage all colleagues to look at that work to see if it can be adopted more widely.

[Dame Diana Johnson]

My hon. Friend speaks with great knowledge of this area. Showing our commitment to raising awareness of neurodiversity, ACAS will be offering free masterclasses to small and medium-sized employers in early 2026, which goes to the point that the hon. Member for Strangford (Jim Shannon) made about small businesses being able to access information.

As we all know, ACAS specialises in providing free, impartial advice on workplace rights, rules and best practice. Earlier this year, we worked closely with its campaign to improve understanding and support for neurodivergent workers. The new free masterclasses will go further, helping small and medium-sized employers to build confidence, acknowledge the skills and expertise needed to support neurodivergent employees, and address the challenges those employees can face, such as barriers in recruitment, workplace adjustments and retention.

We are also setting in motion a broader mission to deliver change through the “Keep Britain Working” review, led by Sir Charlie Mayfield, which represents a pivotal moment in our mission to create genuine opportunity for all, fundamentally reshaping how we support people to stay healthy, stay in work and build better futures for themselves and their families.

We know that successful businesses and healthy workers go hand in hand, and the vanguard phase of “Keep Britain Working” is seeking partnership with employers to establish what good looks like. “Keep Britain Working” recommends developing a healthy working life cycle of best practice accompanied by a certified standard. Although it is not condition-specific, it will include best practice for early conversations between employers and employees about specific needs, and supporting all parties to navigate making the best adjustments where reasonable.

We know that supporting employers is central if we are to see real improvement in this area. That is why, in addition to our work with ACAS, we also have a suite of measures in place to support managers. We want to start making changes to ensure that we are maximising the opportunities to create accessible and inclusive workplaces for all.

We continue to oversee the voluntary Disability Confident scheme, which encourages employers to create disability-inclusive workplaces, including for people with hidden disabilities. My colleague the Minister for Social Security and Disability is leading work to strengthen that scheme to help it realise its full potential.

My hon. Friend the Member for Warrington South raised Access to Work. We absolutely agree that it needs to work better, and we are doing something about that. We recently concluded the Access to Work collaboration committees, in which we engaged with a range of stakeholders, including representatives of disabled people’s organisations and people with lived experience, to provide discussion, experience and challenge to the design of the future Access to Work scheme. Although the committees have now ended, we will seek opportunities to engage with stakeholders as we move forward with policy development in recognition of the value of their input and experience.

I want to say a few words about the support in place for neurodivergent people who face barriers to getting into work. We know that disabled people and people with health conditions are a very diverse group, so the right work and health support in the right place at the right time is absolutely vital. We therefore have a range of specialist initiatives to support individuals to stay in work and get back into work, including initiatives to join up employment and health systems. They include our new voluntary, locally led supported employment programme for neurodivergent people, the Connect to Work scheme, which has a specialist pathway that is dedicated to supporting those facing particularly complex barriers.

In our jobcentres across England, Scotland and Wales, since August there have been more than 1,000 full-time equivalent Pathways to Work advisers, who provide one-to-one, personalised support to disabled customers and those with health conditions to help them move towards and into work. That intensive support aims to enable disabled people, including neurodivergent people, to gain access to employment, wider skills support and Department for Work and Pensions employment programmes.

My hon. Friend asked about strengthening the Equality Act duty. That is a matter for the Cabinet Office, but I am of course very happy to relay her points to ministerial colleagues.

My hon. Friend also raised diagnosis for neurodivergent people. The Equality Act is clear that an employee does not need a diagnosis to meet the definition of disability. Our digital support with employee health and disability service helps employers to understand these legal obligations. It includes guidance on making reasonable adjustments, and links to other helpful services and sources of guidance. It also includes questions of disclosure, equipping employers to feel confident in having conversations to better understand their employees’ needs.

We are deeply concerned that many adults, young people and children with mental health conditions, ADHD and autism have been let down by services and are not receiving timely or appropriate support and treatment. I am therefore very pleased to welcome the independent review, launched by the Secretary of State for Health and Social Care on 4 December, into prevalence and support for mental health conditions, ADHD and autism.

My hon. Friend the Member for Warrington South also asked about neurodiversity in the public sector. I absolutely agree that the public sector should lead the way in raising awareness of neurodiversity. I am pleased to say that more than 700 public sector organisations are signed up to the Disability Confident scheme, and that all main ministerial Departments have achieved Disability Confident leader status at level 3. We are also committed to ensuring that our frontline staff have the skills and awareness to support neurodivergent people appropriately. There is a range of other commitments in place, and I am happy to write to my hon. Friend about them.

My hon. Friend raised workforce data. Our main source of data is the annual population survey, which does not contain detailed breakdowns of neurodivergent conditions beyond autism and learning difficulties, so we have limited data on employment outcomes for specific neurodivergent conditions. I will write to my hon. Friend with further details about that.

On self-advocacy, my hon. Friend will be pleased to know that the new independent disability advisory panel will provide that lived experience and make sure that policies take it into account. Zara Todd was appointed the chair of the panel in August. I am keen to show that this Government are taking action. We hear what people are saying about the need to address the particular concerns of neurodivergent people.

Finally, I wish all hon. Members and House staff a very merry Christmas.

Motion lapsed (Standing Order No. 10(6)).