Neurodivergent People: Employment

Peter Prinsley Excerpts

Tuesday 9th September 2025 Westminster Hall

[Peter Prinsley (Bury St Edmunds and Stowmarket) (Lab)]

It is a pleasure to serve under your chairship, Ms McVey. I thank the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) for securing this debate. It is also a pleasure to see so many colleagues from the east of England here. That is not because we have a larger number of more neurodivergent people than anywhere else, but perhaps we care a little bit more.

It is a sad truth that far too many neurodivergent people struggle in the workplace. It is an avoidable problem, one that is unfair and unjust in its own right. More than that, it is economically nonsensical. Better support for neurodivergent people would unlock the potential of millions in this country. The technology and engineering sectors show us the way, and the tremendous impact that neurodivergent people can have.

The Equality Act 2010 places a duty on employers to provide reasonable adjustments for neurodivergent people, but the reality is that these are inconsistent and inadequate. The problem starts at recruitment: traditional methods such as application forms, timed tests and panel interviews disadvantage neurodivergent candidates. Employers should be encouraged to adopt inclusive recruitment methods—for example, allowing the candidate to see the questions in advance.

We heard about the Access to Work scheme, which currently provides vital support, but it is slow, complex and inconsistent. The Government should cast a critical eye over that process and consider how to make it more streamlined.

The problem continues in employment: rigid hours, loud workplaces, obstructive technologies and a lack of written instructions all pose significant barriers to neurodivergent people. Simple steps to address problems such as those could be quick and cheap and could have a significant impact. The Government’s own research shows that most adjustments cost less than £75. Furthermore, proper neurodiversity training for managers and HR professionals would go a long way towards ensuring that those reasonable adjustments were widely understood. Sadly, employers do not know where to start, which is why we need a national framework of best practice, co-produced with neurodivergent people.

Although there is a long way to go, it is good to see the Government making some progress. As the MP for Bury St Edmunds and Stowmarket, I was delighted to see that the Government have allocated £9.5 million to Suffolk county council to provide employment support for 2,700 disabled people. That will certainly help neurodivergent people in our community get into work and stay in work, but there is much more to be done. Making adjustments is not about lowering standards, but about giving people the tools to meet their full potential. Surely that is our duty. Reasonable adjustments must become the norm, not the exception.