Briony Richards writes for HR Magazine on employers' legal responsibility to neurodiverse employees
Despite the benefits that neurodiverse people bring to the workforce, the world of work can present barriers to neurodivergent individuals. The Buckland Autism Employment Review, published in February 2024, revealed that only around three in 10 autistic people of working age are currently employed, compared with around five in 10 disabled people and eight in 10 non-disabled people.
Failure to foster a work culture that is inclusive for neurodiverse employees could not only mean missing out on strong candidates and facing increased turnover, it could also lead to potential discrimination claims. In some cases, neurodiverse individuals are classified as having a disability as described in the Equality Act 2010: “A physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities”.
Employers have a legal responsibility to bear the needs of neurodiverse employees in mind. Briony Richards, Associate, sets out the key areas to consider in an article for HR Magazine.
Read the full piece in HR Magazine here.
This article was also published in the July/August 2024 edition of HR magazine.
