"Leaning on health experts is fast becoming an essential, not a nice-to-have."
- Dr Julie Denning - Working To Wellbeing
53% of line managers reported feeling confident in supporting their neurodivergent colleagues to thrive at work, but less than half, or 46%, of employees believe their line manager is equipped to do so.
This is according to new data from Working To Wellbeing (W2W) and its Windows to the Workplace research, which found a disconnect between line managers and their direct reports regarding perceptions of ability to provide the support required.
W2W’s findings follow the recent publication of Professor Peter Fonagy’s review of NHS England’s mental health, ADHD and autism services. This was commissioned in 2025 by then health secretary Wes Streeting in response to growing concerns that rising waiting lists for assessment, diagnosis and care threatened the NHS’ ability to meet the demand.
The report, published in October, recommended a radical overhaul of mental health and neurodiversity services. This includes asking employers to focus on the specific challenges an individual faces in their day-to-day work context rather than requiring a formal medical diagnosis before offering help.
"Our research findings, coupled with the Fonagy review recommendations, reveal there’s much room for improvement when it comes to equipping line managers; building their confidence and competence to spot and accommodate neurodivergent needs early," Dr Julie Denning, chartered health psychologist and managing director at Working To Wellbeing, said.
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"At the same time though, there’s already a lot on the shoulders of line managers, who arguably have enough to do keeping on top of the day job. Access to vocational rehabilitation support, for the line manager and their neurodivergent direct reports, is incredibly valuable here.
"Vocational rehabilitation is, by definition, a needs-led support service, so has the expertise and experience to focus on the specific challenges an individual faces in their day-to-day work context, while also designing appropriate workplace adjustments and ensuring adherence with the Equality Act 2010.
"In short, there’s a lot to consider here, and any employer reticence or lack of confidence must be considered in the context of worries about getting things wrong, as opposed to deliberately creating barriers. Leaning on health experts is fast becoming an essential, not a nice-to-have."
