You may know what would make work easier long before you’re ready to tell your employer you’re neurodivergent. Perhaps you’re waiting for an assessment. Perhaps you’re still deciding what the word means for you. Or perhaps you’re concerned about how the information will be received.
You can take time to think through that decision while exploring what help might be available. Different routes involve different conversations, permissions and costs.
Start with what you need
It can be easier to describe a practical difficulty than to begin with a diagnosis: meeting actions get lost, verbal instructions are difficult to retain or a crowded workspace makes concentration harder.
Write down one or two examples and the change you think would help. You might want written actions after meetings, clearer priorities or time to prepare for a conversation. This gives you something specific to discuss if and when you choose to raise it.
A diagnosis isn’t always the starting point
Acas says employers should offer support whether or not a worker has a diagnosis. A formal diagnosis isn’t required for someone to be disabled under the Equality Act 2010.
The legal position depends on the effects of the condition and the circumstances. An employer’s knowledge of disability and disadvantage also matters. You don’t have to share everything about your health, but getting a particular adjustment may require enough information for your employer to understand the barrier.
Acas provides guidance for Great Britain. If you’re in Northern Ireland, seek advice on the separate legal framework there.
Decide what to share, with whom
Before a meeting, consider what you want the other person to know, what you want to ask for and what you’d like kept confidential. Ask how information will be recorded and who needs access to it.
You can prepare a short note rather than explain everything on the spot. If it would help, ask about having someone with you. Check what the meeting allows rather than assuming a particular person can attend.
A trusted colleague, union representative, occupational health professional or independent adviser may help you think through your options. If you believe you’re experiencing discrimination, get appropriate employment advice.
Check the boundaries of private support
A private conversation with a support provider can help you explore your needs. Bringing that support into your job may raise separate questions about employer permission, access to work systems and confidential information. An external assistant shouldn’t be given access to an employer’s inbox or documents without the necessary authorisation.
Access to Work is another route worth checking. You don’t need a diagnosis to apply, but an application may involve contact with your employer. Ask about the process before treating it as a confidential alternative to an employer conversation.
What you can discuss with RPC
RPC can talk with you about practical support and help with an Access to Work application. Tell us what you want help doing and any concerns about involving your employer. We’ll discuss the possible arrangements and what needs checking before support begins.
