Acas

You do not have to tell your employer you are neurodivergent.

But if something at work is affecting you, talking about what support could help may be a useful step.

This could include support with communication, workload, concentration, sensory needs, organisation or working patterns.

You can ask for support in a way that feels right for you, and you do not always need to have a diagnosis to start that conversation.

Find out more about neurodiversity at work.

If you are neurodivergent and finding parts of your job difficult, support may be available.

Reasonable adjustments could include things like clearer instructions, regular check ins, extra time to process information, quiet spaces, breaks or changes to how work is organised.

What helps one person may not help another, so it’s important to talk about what works for you.

Find out more about adjustments for neurodiversity at work.

Masking at work can be exhausting.

Some neurodivergent workers may hide parts of who they are to fit in or avoid judgement.

If you feel comfortable, speaking to someone you trust at work could help you explore what support might make your working day easier. Support could include adjustments to communication, workload, environment or routines.

Find out more about neurodiversity at work.

Have you ever had a conversation at work about adjustments or support that helped you do your job better?

Share what made the conversation helpful.

Feeling too hot at work?

There is no legal maximum working temperature in the UK, but your employer should make sure the temperature is reasonable and that any health and safety risks are managed.

If the heat is affecting you, it may help to speak to your manager. You could ask about practical steps such as extra breaks, access to drinking water, fans or cooling equipment, changes to uniform or dress code, or adjustments to your working pattern where possible.

You should also raise concerns if you feel unwell, are working outdoors, doing physical work, wearing PPE, are pregnant, have a disability or health condition, or think the heat is making your work unsafe.

How hot is too hot to work? ☀️

There’s no strict legal maximum temperature, but employers still have a duty to keep workplaces safe.

Find out what actions to take during extreme heat: 👇

Extreme temperatures in the workplace - Acas Advice on working temperatures and how employers should manage extreme heat and cold at work.

A reminder that the Acas helpline will be closed for the May bank holiday. We’ll be open again on Tuesday 26 May, from 8am to 6pm.

You can find workplace advice on our website throughout the bank holiday weekend. https://www.acas.org.uk/advice

If you have questions or concerns about neurodiversity at work, getting clear, impartial information can help.

Acas provides free advice to help employees understand support at work, including their rights, responsibilities and guidance on neurodiversity and reasonable adjustments.

What’s one thing your workplace has done, or could do, to support neurodiverse employees more effectively?

Are you neurodivergent? What’s one adjustment at work that’s made the biggest difference for you?