Neurodiversity at work: panel report

Why the panel was set up

DWP set up the panel in January 2025 to advise on helping more neurodivergent people build successful careers. Its press release gives the gap that prompted it: in 2024/25, only 34% of autistic disabled people were in work, compared with 55% of disabled people overall.

What the panel recommends

The panel's main recommendations are:

Needs-led support. What someone gets should depend on their own strengths and difficulties, not on a diagnostic label.
Stronger disability employment policy, with better awareness of good practice.
More research to fill gaps in the evidence.
Workable steps backed by evidence that employers can use with neurodivergent staff.
Universal Design. Design workplaces and systems to suit everyone from the start, so fewer people have to ask for individual changes later.

For employers, the report warns against generic tick lists of adjustments. It says two people with the same diagnosis may need different support, depending on the person and the job. It says employer actions should be "needs-led, individualised, and iterative", and built into everyday management rather than used only when something goes wrong. It also notes evidence that fear of stigma, and a poor response from employers, make people less willing to tell their employer about their condition.

What the government has said

The government says it supports the key needs-led recommendation. It points to work that is already happening:

Connect to Work. This supported employment programme has a specialist pathway for neurodivergent and learning-disabled people. It is available across England and Wales.
Disability Confident. Reforms include ending the option for employers at entry level to renew at that level.
Access to Work. Nearly 500 extra staff are being recruited to clear the backlog.
Universal Design. A 16-week "policy discovery" exercise is looking at where Universal Design could apply to workplaces in future. The response says this work will conclude in the autumn.

It will also talk to employers about practical, low-cost changes. These are commitments to explore and consult. No new duty on neurodiversity has been announced, though the response repeats the plan for mandatory disability pay gap reporting by employers with 250 or more staff, once Parliament has time to legislate.

Why it matters for care providers

This report is about employment generally, but it touches care providers in two ways:

As support providers. Learning disability and autism services often help people find and keep work. The Connect to Work specialist pathway is one route to look at with the people you support.
As employers. Social care employs many people, and some of your staff will be neurodivergent, whether or not they have a diagnosis or have told you. The panel's advice on needs-led adjustments applies to care teams as much as to any other workplace.

What this means for your service

Talk about support for work. If someone you support wants a job, ask your local authority or Jobcentre about Connect to Work and its specialist pathway. Record the person's goals in their support plan.
Make adjustments based on need. For staff, focus on what helps someone do the job, such as clear written rotas, quieter spaces for breaks, or step-by-step handovers. Don't wait for a diagnosis.
Make it safe to ask. The panel notes evidence that fear of stigma makes people less willing to tell their employer about a condition. Supervision is a good place to ask every staff member what helps them work well.
Check your recruitment. The panel found consistent evidence that neuro-inclusive recruitment helps neurodivergent people get hired. It suggests skills-focused recruitment, such as work samples and accessible job descriptions and interviews.
Nothing is mandatory yet. These are recommendations and government plans. Existing duties to make reasonable adjustments still apply.

This is general information, not legal advice.