Neurodiversity in the Workplace: Why Coaching and Strategy Support Should Be Part of Your Inclusion Plan

Q: What is a reasonable adjustment for ADHD in the workplace?

Reasonable adjustments for ADHD can include 1:1 coaching, flexible working hours, written instructions, reduced distractions, and workplace strategy sessions. Coaching is increasingly recognised as an effective adjustment, often funded by Access to Work.

Q: Can coaching be covered by Access to Work?

Yes. Access to Work can fund workplace coaching for neurodivergent employees, including those with ADHD, Autism, or Dyslexia. The support must help the individual carry out their job more effectively and reduce disability-related barriers.

Q: How can employers support neurodivergent staff?

Employers can support neurodivergent staff by offering reasonable adjustments such as coaching, flexible work practices, training for managers, and access to supportive tools. Creating an inclusive culture benefits all staff and reduces absenteeism and turnover.

Sarah Hardy
Apr 17
3 min read

If you're an HR professional, L&D manager, or EDI lead, chances are you’re looking for ways to better support your neurodivergent employees. Whether staff are formally diagnosed with ADHD, Autism, or Dyslexia—or simply self-identifying—more organisations are recognising that traditional workplace systems often don’t work for every brain.

So, what does work?

At Sarah Hardy Coaching & Business Support, we provide a range of tailored workplace interventions including 1:1 coaching, group coaching, and neurodiversity-inclusive training—designed to support your staff and strengthen your teams.

The Business Case for Supporting Neurodivergent Staff

Neurodivergent employees often bring exceptional strengths:

✅ Creative problem-solving

✅ Innovative thinking

✅ Ability to hyperfocus

✅ High resilience

But they may also face hidden barriers around:

Time management and organisation (executive functioning challenges)
Emotional regulation and burnout
Communication or memory
Navigating expectations and social dynamics

These challenges, left unsupported, can lead to:

Increased absence and presenteeism
Low morale and disengagement
Higher turnover and stress-related leave

According to recent research:

30–40% of neurodivergent employees have considered leaving their job due to lack of support (CIPD, 2023)
ADHD is linked to a 60% increase in absenteeism and higher mental health risks when unsupported (NICE, 2021)
Employers investing in support see a 5x ROI through reduced HR costs, improved retention, and better performance (Deloitte, 2020)

📩 Got Questions? Drop us an email: hello@sjhardy.com

Workplace Coaching & Strategy Sessions: A Proven Adjustment

At Sarah Hardy Coaching & Business Support, we deliver solutions that meet both employee needs and employer goals. Our services include:

🔹 1:1 Workplace Coaching

🔗 Learn more about Coaching

Confidential, strengths-based support to help staff manage workload, prioritisation, memory, overwhelm, and emotional regulation. Every session is tailored and focused on improving workplace performance.

1:1 coaching, training, and workplace strategy sessions are increasingly recognised as effective reasonable adjustments—often eligible for Access to Work funding—that: Reduce staff absence Increase engagement and retention Improve wellbeing and confidence

🔹 Group Coaching Programmes

🔗 Learn more about group coaching.

Peer support programmes to help neurodivergent staff connect, share strategies, and build confidence. Particularly effective when combined with 1:1 support.

🔹 Workplace Training for Managers & Teams

We equip managers and HR teams with practical knowledge to create inclusive environments, understand neurodivergent communication, and reduce unconscious bias.

Legal Responsibilities and Funding

Under the Equality Act 2010, employers are legally required to make reasonable adjustments for disabled staff. This includes many people with ADHD, Autism, and Dyslexia.

Workplace coaching is recognised as a reasonable adjustment
Access to Work can fund the cost of 1:1 coaching and support
Employers who offer this support proactively improve compliance, culture, and performance

Ready to Take Action?

We work with organisations of all sizes to:

Support individual staff members
Deliver group coaching or manager training
Improve retention and reduce stress-related leave
Build inclusive, neurodiversity-friendly workplaces

Download our Employer Guide: [Link to PDF if available]

📩 Let’s talk: hello@sjhardy.com

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Frequently Asked Questions

Q: What is a reasonable adjustment for ADHD in the workplace?

A: Reasonable adjustments can include 1:1 coaching, flexible hours, written instructions, reduced distractions, and workplace strategy sessions. Coaching is often funded through Access to Work.

Q: Can coaching be covered by Access to Work?

A: Yes. Access to Work can fund ADHD and neurodiversity workplace coaching if it helps someone carry out their job effectively.

Q: How can employers support neurodivergent staff?

A: By offering tailored support like coaching, inclusive training, adjustments to communication and workload, and tools that align with neurodivergent working styles.