Support for employers
Practical one-to-one support for neurodivergent employees, including people who think they may be neurodivergent. Our support workers and assistants help with competing priorities, meetings, deadlines and other tasks that become difficult. A diagnosis isn’t needed to enquire. You can pay as an employer or ask about support covered by the employee’s Access to Work award.
Start with the job and the employee’s perspective
Someone can know their job well and still struggle with competing priorities, interruptions or keeping deadlines in view. We provide a support worker or assistant to help them deal with those demands in their own role.
Begin with the employee’s experience. People with ADHD, autism, dyslexia, dyscalculia or dyspraxia, as well as people with other neurodivergent experiences, can face different barriers at work. Which parts of the day are difficult, and what would help? You can describe that work in an enquiry without sending us health records, diagnostic reports or performance files.
How the worker supports the employee
The worker might help turn priorities into a weekly plan, prepare an agenda before a meeting or organise the actions afterwards. The employee’s preferences matter: agree the tasks and how they’ll work together, as well as what information will be shared.
Practical examples
- Turn team priorities into an individual plan the employee can work through
- Prepare agendas and follow-up actions so meetings lead to clear next steps
- Keep deadlines and handovers visible
- Break a larger assignment into manageable stages
- Build an agreed routine for reviewing progress
The worker helps the employee carry out their role, with tasks and working arrangements agreed together.
Be clear about funding and responsibilities
Employer-funded support
You can pay us directly for an employee’s support. We’ll need to agree the tasks, hours and charges with their involvement. Decide who’ll coordinate it and what updates you need, then agree how those updates will be shared.
An employee’s Access to Work award
If the employee has an Access to Work award, we can discuss providing the support it approves. The Department for Work and Pensions decides the funding. Read the government guidance on the scheme and employer reasonable adjustments.
We offer help before and during an application and may be able to help after a refusal. If the employee already has funding, see how we arrange support within an award. Any additional work you pay for needs separate tasks and payment terms.
Agree the boundaries
- The employee’s involvement and preferences
- The work the support is intended to help with
- Who pays and what’s included
- Who coordinates the arrangement
- What information may be shared
- How changes or concerns will be raised
Agree the content and purpose of updates with the employee and us, so everyone knows what will be shared.
From an initial question to a workable arrangement
You don’t need a finished support plan before getting in touch. Start with the work the employee wants help with. We’ll talk through the kind of worker needed, how they’d work together and who would pay.
Before anyone starts, you and the employee need to know who’ll provide the support, when they’re available, the costs and what information will be shared.
Looking for a different route?
For help with your own working day, use individuals and self-employed people. For routine administrative cover for the business, use business administration.
Discuss practical employee support
A short description of the work and the help the employee wants is enough to start.
If there’s already an award, mention it. Otherwise, let us know whether you’re considering employer-paid support.