Zarah ChoudharyWorkplaces are seeing a rise in employment tribunals related to neurodiversity, according to the City & Guilds Neurodiversity Index Report 2025
The report found that more employees are challenging workplace policies and practices that do not accommodate neurodivergent needs, reflecting both a shift in legal consciousness and the increasing importance of inclusion in business operations.
While more companies are beginning to acknowledge neurodiversity in their equity, diversity, and inclusion (EDI) policies, progress remains uneven.
The report found that 38% of organisations include neurodiversity in EDI documents, and 36% have a dedicated Neurodiversity Policy.
However, nearly 60% have not considered neurodiversity in their health and safety policies, indicating a significant gap in workplace support.
A lack of knowledge remained one of the biggest barriers to progress, with 39% of employers citing it as a challenge, alongside competing business priorities and concerns over costs.
Training was also inconsistent across organisations.
While 43% of senior leaders and 41% of HR professionals have received some training on neurodiversity, only 35% of managers have been trained, and 37% have received none at all.
Training is often limited to specific conditions such as ADHD and autism, with far less focus on developmental coordination disorder (dyspraxia), developmental language disorder, or dyscalculia, despite these being more common in the workforce.
This narrow focus risks reinforcing a fragmented approach to neurodiversity rather than fostering a truly inclusive environment.
The report also found that neurodivergent employees continue to face structural barriers in hiring, retention, and progression.
While half of organisations have made their websites accessible, only 34% offer alternative application processes, which could make it harder for some candidates to apply.
Nearly a quarter of companies have reviewed their job descriptions to ensure clearer language, but a majority have not, meaning many applicants may still face unnecessary hurdles when seeking employment.
Work-life balance, emotional well-being, and time management remain significant challenges.
A lack of career support also affects job progression, with 52% of neurodivergent employees applying for promotions but 35% feeling that opportunities were not equally accessible to them.
Adjustments in the workplace remain inconsistent, with some employees waiting more than a year to receive the support they need, further contributing to job dissatisfaction and attrition.
Case studies from Capgemini Invent UK and Harbour Energy offered examples of effective neuroinclusive practices.
Capgemini’s training programme has integrated neurodiversity into onboarding and coaching, leading to a 92.2% retention rate among neurodivergent employees.
Harbour Energy has introduced sensory rooms across multiple offices and provides free neurodiversity assessments for UK employees and contractors, demonstrating a broader commitment to workplace accessibility.
The report called on employers to take practical steps to improve recruitment, workplace adjustments, and career progression for neurodivergent employees.
This includes offering alternative application methods, reviewing job descriptions for accessibility, and providing ongoing training for managers.
As awareness of neurodiversity continues to grow, the report confirmed that companies will need to move beyond surface-level commitments and implement meaningful, systemic changes to support a diverse workforce.
