About Reinforce Potential

Retention is cheaper than recruitment

The cost of recruiting and training a replacement employee typically ranges from £3,000 to £30,000 depending on the role. When a talented neurodivergent employee struggles with workplace demands, you risk losing that investment.

Professional workplace support much less than that and allows you to retain valuable team members who already understand your business, your clients, and your systems.

Productivity gains deliver measurable ROI

Neurodivergent employees often spend significant energy managing workplace demands that don’t align with how their brain works: processing emails, maintaining filing systems, managing schedules, navigating unclear communication. This cognitive load reduces the time and energy available for the high-value work where they excel.

Our clients’ employers report:

• Increased output and quality of work
• Reduced errors and need for supervision
• Improved project completion rates
• Better time management and deadline adherence
• Enhanced collaboration with colleagues

For many employers, productivity gains from professional support deliver positive ROI within 3-6 months.

Reduced absence and presenteeism

Unsupported neurodivergent employees often experience:

• Higher rates of stress-related absence
• Burnout from constantly trying to cope
• Presenteeism (at work but unable to perform effectively)
• Mental health impacts requiring time off

Professional support reduces these pressures, leading to better attendance, improved wellbeing, and more consistent performance.

Legal compliance and reasonable adjustments

The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees. Many neurodivergent conditions qualify as disabilities under the Act.

Professional workplace support is often the most effective reasonable adjustment you can provide. It’s:

• Tailored to the individual’s specific needs
• Professionally delivered by trained, vetted support workers
• Potentially funded through Access to Work (reducing or eliminating cost to employer)
• Demonstrably effective in enabling performance

Providing professional support demonstrates your commitment to equality and significantly reduces legal risk.

Attracting and retaining neurodivergent talent

As awareness of neurodivergence grows, talented professionals increasingly seek employers who understand and support their needs. Companies that provide genuine, effective support:

• Attract a wider talent pool
• Build reputation as inclusive employers
• Benefit from the unique strengths of neurodivergent thinkers
• Demonstrate commitment to diversity beyond tokenism

Who pays for the support?

This depends on your situation:

Option 1: Access to Work funding (most common) The government’s Access to Work scheme typically covers 80-100% of support costs. RPC handles the entire application process. Support can start immediately with costs covered by employer or employee initially, then reimbursed/offset once AtW approves.

Option 2: Employer-funded Some employers choose to fund support directly as a reasonable adjustment or employee benefit. This gives immediate access without waiting for AtW processing (currently up to 30 weeks).

Option 3: Employee self-funding Some employees choose to fund their own support as a professional development investment, with Access to Work offsetting costs once approved.

We can discuss which approach works best for your organisation.

How much does it cost?

Costs vary based on hours needed and support worker experience. Most arrangements involve 5-15 hours per week. We provide transparent quotes and can discuss options to fit different budgets.

With Access to Work funding, the net cost to employers can be minimised.

How do we get started?

1. Initial conversation: Contact us to discuss your employee’s needs and your situation
2. Employee consent: The employee needs to consent to workplace support (we can discuss this with them)
3. Needs assessment: We assess what support would be most effective
4. Matching: We match the employee with an appropriate support worker
5. Support begins: Usually within 1-2 weeks of assessment
6. AtW application: We handle the Access to Work application process
7. Ongoing management: We manage all administration, supervision, and quality assurance

What’s involved for line managers?

Very little ongoing involvement. Initially, we may request input on the employee’s role and workplace barriers (with employee consent). Ongoing, the support worker works directly with the employee and reports to RPC, not to the line manager.

Some employers find it helpful to have occasional update meetings to ensure support is effective, but this is optional.

Is this just getting a PA for someone?

No. RPC support workers are specifically trained in supporting neurodivergent individuals. They understand:

• How ADHD, autism, dyslexia, and other conditions give rise to workplace barriers
• Strategies that actually work for neurodivergent people (not just standard “time management tips”)
• How to adapt support to different neurological profiles
• Professional boundaries and appropriate workplace support

A general PA or assistant may not have this expertise and may inadvertently apply strategies that don’t work for neurodivergent brains.

What if the employee leaves?

Support is attached to the individual, not the role. If the employee leaves your organisation, they can take their support arrangement with them (if they’re self-funding or have Access to Work funding).

If you’re funding directly as an employer, the arrangement ends when employment ends.

Does this create dependency?

Well-designed support actually increases independence. The support worker helps establish systems, routines, and strategies that work for the employee’s neurodivergent brain. Over time, many employees become more independent as these systems become embedded.

Support is also flexible – it can be reduced as needed or increased during particularly demanding periods.

What conditions do you support?

We work with the full spectrum of neurodivergent conditions including:

• ADHD (our original specialism)
• Autism / Autistic Spectrum Condition
• Dyslexia
• Dyspraxia / Developmental Coordination Disorder
• Dyscalculia
• Tourette’s syndrome
• Other neurological differences

Many employees have multiple co-occurring conditions. We tailor support to each individual’s unique profile.

What if we already have occupational health recommendations?

Excellent. Occupational health reports often recommend workplace support as a reasonable adjustment. We can work directly from OH recommendations or conduct our own assessment to determine the most effective support approach.

Is there a minimum commitment period?

We recommend at least 3 months to allow support to become established and show results. However, arrangements are flexible and can be adjusted as needed.