Workplace Bullying, Neurodiversity and Access to Work

Neurodivergent employees—those with autism spectrum conditions, ADHD, dyslexia and related profiles—face disproportionate rates of workplace bullying and harassment. At the same time, legal frameworks and the Access to Work scheme offer routes to protection and practical support. I explore the links between neurodiversity and bullying, outlines the Access to Work programme, and suggests strategies—both individual and therapeutic—to foster safer, more inclusive workplaces.

Neurodiversity and Workplace Bullying

Research indicates that neurodivergent workers are significantly more at risk of bullying, discrimination and social exclusion than their neurotypical colleagues:

1. Elevated Prevalence - One UK study found that 20 per cent of neurodivergent employees report harassment or discrimination related to their neurodiversity—double the rate for peers without recognised neurodivergences (CIPD 2024).

   
   

2. Visibility and Masking - Neurodivergent traits such as stimming, literal language use or social-communication differences can “mark” individuals as different. In response, many adopt masking strategies—suppressing natural behaviours to fit in—which heightens stress and fatigue, reducing energy for conflict resolution or help-seeking (Foulder-Hughes 2025).

   
   

3. Underlying Drivers - Bullies often exploit perceived vulnerabilities. Misunderstandings about executive-function challenges (organisation, time management) or sensory needs can be framed as “laziness” or “attention-seeking,” fuelling unjust criticism and social isolation (Foulder-Hughes 2025).

Legal Protections and Employer Duties

Under the Equality Act 2010, many neurodivergent conditions qualify as disabilities.

Employers must:

• Prevent harassment or hostile environments linked to disability status.

• Make reasonable adjustments—changes to the workspace or role—to mitigate disadvantage.

• Provide clear anti-bullying policies, training managers and staff in neuro-inclusion.

Failure to comply can lead to Employment Tribunal claims with uncapped compensation for disability discrimination (HRDConnect 2024).

The Access to Work Scheme

What Is Access to Work?

Access to Work (AtW) is a UK government grant that helps people with disabilities—including autism, ADHD and dyslexia—overcome workplace barriers (Neurodiversity UK 2024). It complements, but does not replace, employers’ duty to make reasonable adjustments.

Who Qualifies?

• Aged 16 or over, living in the UK

• Employed, self-employed, or starting work

• Experiencing barriers at work due to a physical or mental health condition, disability or neurodiversity

No formal medical diagnosis is strictly required, though evidence of need—such as a support letter or assessment report—strengthens applications (People Portal 2024).

What Support Is Available?

Access to Work can fund (Neurodiversity UK 2024; People Portal 2024):

• Workplace Equipment: Noise-cancelling headphones, assistive software, ergonomic furniture

• Support Workers: Job coaches, communication support (e.g. British Sign Language interpreters)

• Mental Health Counselling: Up to nine months of remote therapy to manage stress, burnout and trauma

• Neurodiversity Coaching: Typically 12 sessions, extendable to 24, focusing on organisation, social skills and self-advocacy

• Travel Costs: Taxis or travel buddies when public transport is inaccessible

Employers or individuals can initiate applications online or by phone. Once approved, grants usually last up to three years, with periodic reviews.

Strategies for Neurodivergent Employees

• Document Experiences: Keep a confidential log of bullying incidents—dates, times, witnesses and impact—to support any grievance or tribunal claim.

• Request Reasonable Adjustments - Use the Equality Act framework to secure environmental changes (quiet workspace, flexible hours) and equipment funded by Access to Work.

• Build a Support Network - Identify allies—trusted colleagues, line managers, HR contacts or union representatives—to share concerns and co-ordinate responses.

• Self-Advocacy Skills - Develop clear scripts for requesting adjustments, setting boundaries and reporting bullying. Role-play these scenarios in therapy or coaching sessions.

Therapeutic Support at Cleary Counselling

Workplace bullying can trigger trauma responses, anxiety and depression. Online sessions at Cleary Counselling empower neurodivergent clients to process experiences and develop resilience:

1. EMDR (Eye Movement Desensitisation and Reprocessing):

   Processes traumatic memories of bullying or exclusion, reducing distress when recalling incidents (van den Berg & van der Gaag 2012).

   
   

2. Hypno-CBT (Hypno-Cognitive Behavioural Therapy):

   Combines trance-state relaxation with cognitive restructuring to challenge internalised self-criticism and bolster self-esteem (Alladin & Alibhai 2007).

   
   

3. DBT (Dialectical Behaviour Therapy) Skills:

   Teaches distress-tolerance and emotion-regulation techniques tailored to neurodivergent learning styles, such as sensory grounding and visualised self-soothing (Linehan 2015).

   
   

4. Self-Advocacy Coaching:

   Role-plays and formulations co-constructed in session help clients rehearse conversations with employers and navigate the Access to Work application process.

All therapy is delivered online, allowing you to choose the sensory environment—lighting, seating and permission to stim or move—as needed.

Conclusion

Workplace bullying significantly threatens the wellbeing and career progression of neurodivergent employees. By understanding legal protections, leveraging the Access to Work scheme and engaging in targeted therapeutic interventions, individuals can reclaim agency, secure necessary supports and build resilience. Employers, colleagues and clinicians all share responsibility for creating neuro-inclusive workplaces where every brain can thrive.

References

Alladin, A. & Alibhai, A., 2007. Cognitive hypnotherapy for depression: an empirical investigation. International Journal of Clinical and Experimental Hypnosis, 55(2), pp.147–166.

CIPD, 2024. One in five neurodivergent employees have experienced harassment or discrimination at work because of their neurodivergence. CIPD. Available at: https://www.cipd.org/uk/about/press-releases/one-in-five-neurodivergent-employees-experienced-harassment-or-discrimination-at-work/ (Accessed: 28 August 2025).

Foulder-Hughes, L., 2025. Neurodiversity and workplace bullying: Moving beyond the trauma. Counselling Directory, 22 July. Available at: https://www.counselling-directory.org.uk/articles/neurodiversity-and-workplace-bullying-moving-beyond-the-trauma (Accessed: 28 August 2025).

Linehan, M.M., 2015. DBT® Skills Training Manual. 2nd edn. New York: Guilford Press.

Neurodiversity UK, 2024. Access to Work. Neurodiversity UK. Available at: https://neurodiversityuk.co.uk/access-to-work/ (Accessed: 28 August 2025).

People Portal, 2024. Access to Work Support Guide. EDNA Employee Disability and Neurodivergent Advice. Available at: https://www.hiowpeople.nhs.uk/wp-content/uploads/2024/07/Access-to-Work-Support-Guide.pdf (Accessed: 28 August 2025).

Van den Berg, D.P.G. & van der Gaag, M., 2012. Treating PTSD with EMDR: A multisite randomized controlled trial. Journal of Anxiety Disorders, 26(8), pp.699–704.