Category: Mental Health
Why Mental Health and Neurodiversity in the Workplace Can’t Be Ignored by Employers
Conversations around mental health in today’s working world are finally gaining traction, but many smaller organisations are still unsure whether it’s something they really need to prioritise. Alongside this, neurodiversity (including conditions such as ADHD, autism and dyslexia), is becoming an increasingly important part of the discussion – yet it is still widely misunderstood or overlooked entirely.
The scale of this issue is significant, and the reality is that this is affecting businesses of every size. According to Mind, 1 in 4 people in England experience a mental health problem each year; that means, in a small team of 10 employees, it is highly likely that at least two people will be affected at some point. Figures from Deloitte estimate that poor mental health costs UK employers up to £56 billion annually, through absenteeism, reduced productivity, and staff turnover. In addition, CIPD reports that 76% of organisations have observed an increase in stress-related absence, reinforcing the need for employers to manage these conditions with care, consistency, and appropriate support.
If you’re unsure whether your organisation has the right policies, processes and support in place, our HR team can help you assess your current approach and identify practical improvements.
Challenges that organisations have experienced for years around anxiety, burnout and depression are now among the leading cause of workplace absence. In the year 2024/25, 22.1 million working days were lost due to mental health conditions. Alongside these challenges, many employers are also trying to navigate neurodiverse conditions such as ADHD, autism and dyslexia, often without the support that they need.
In today’s workforce, every workplace is made up of employees who think, process and respond differently. When mental health and neurodiverse challenges occur, both employees and organisations can feel the impact.
Some of the key challenges we have seen are that employers often lack the understanding and confidence to recognise and manage mental health and neurodiverse traits. A one-size-fits-all approach, combined with the stigma and fear of saying the wrong thing, can prevent employers from addressing these issues effectively. In the worst cases, this may result in employment tribunal claims. Disability discrimination is now one of the fastest-growing categories in UK employment tribunals, accounting for roughly a third of all claims.
While official statistics do not break down cases by condition, employment lawyers and HR analysts consistently report that mental health conditions – such as stress, anxiety and depression – are a major driver of these claims.
Based on overall tribunal volumes, this means thousands of disability discrimination cases each year are likely linked to mental health issues, making it one of the most significant and rapidly expanding areas of workplace litigation.
Early advice can often prevent issues from escalating. If you’re managing a complex employee situation, our HR specialists can help you navigate it with confidence.
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Why does managing mental health at work matter more than ever?
With the changes to Statutory Sick Pay (SSP), and this now becoming a day-one right, employers are bound to see a change when managing absence relating to these challenges.
Ignoring mental health and neurodiversity will not only impact an organisation’s performance, but could also result in higher staff turnover, including a potential change to the workplace culture with employees feeling unsupported.
Additionally, dealing with poor performance and absence linked to mental health conditions is an increasing challenge for employers who worry that dealing with them incorrectly, or at all, may lead to grievances and litigation in an employment tribunal.
However, organisations can take a positive approach to managing these challenges.
Whether you’re reviewing absence procedures, managing long-term sickness, or supporting a neurodivergent employee, our team can work with you to find practical solutions that protect both your people and your business.
What does effective support look like?
When employers manage staff absence and performance effectively, a positive work culture can be developed, along with an increase in overall performance and attendance. This requires clear, robust policies and procedures as well as training managers to use them, along with how to encourage open conversations and provide early support before challenges escalate into larger problems.
Importantly, it is about recognising that people may need different support and that this need not be a problem when managed effectively.
When addressing problems with an employee’s performance or behaviour linked to a mental health condition, it is vital that appropriate steps are taken at each stage to ensure fair treatment of the employee, ensure that the employer avoids breaching the employee’s rights and obtain the best possible outcome for all concerned. Wherever possible, adjustments should be considered to support the employee in working effectively. In some cases, where an employee is not capable of performing their role and no further reasonable adjustments are available, it may be reasonable to terminate employment as a last resort – however employers must first ensure all reasonable steps have been taken to explore alternative action as well as handling each stage of the matter in accordance with legal requirements. Again, up-to-date robust procedures will help employers avoid problems in this area.
If you’re unsure whether your current policies reflect best practice, we’d be happy to review them with you.
Get in touch for your free wellbeing policy review
What can you do?
If you feel unsure about how to support your team, are experiencing these challenges already or want to prepare for the future, now is a good time to seek advice.
At Access2 Human Resources, we run seminars and webinars for business owners and managers on topics including mental health, employment law and people management. If you’d prefer tailored advice, our HR team is also available for an informal chat about your specific situation, from policy reviews to day-to-day employee issues.
Mental health and neurodiversity are not separate issues – they are part of the same conversation about supporting employees to perform at their best. Whether you’re looking to protect your team, improve performance and address concerns, or simply create a better working environment, taking action now can make all the difference.