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What is autism?

Autism Spectrum Disorder (ASD) is a lifelong neurodevelopmental condition characterised by differences in brain development that affect how a person interacts, communicates, learns, and behaves.  It is described as a spectrum condition, meaning it affects people in different ways.

The World Health Organization's (WHO) diagnosis is characterised by two core neurodivergent differences:

1. Differences in social communication and social interaction:

This can present in many ways, but is often characterised by differenes in:

• Socio-emotional reciprocity: Difficulties with the back-and-forth flow of conversation and expressing or understanding emotions.
• Nonverbal communicative behaviours: Examples include abnormalities in eye contact and body language, and difficulties in understanding or using gestures.
• Developing, maintaining, and understanding relationships
  

2. Repetitive behaviours and interests  

Many people with autism engage in repetitive behaviours, sometimes known as ‘stimming,’ or have very specific interests which can become fixations. Examples include:

• Repetitive motor movements, use of objects, or speech (e.g., hand-flapping, repetitive phrases/echolalia).
• Strict routines: Many people with autism adhere to strict routines which and become distressed when they are disrupted.
• Fixated interests: While we all have specific interests, people with autism to become more fixated, focused and restrictive in theirs.
• Hyperreactivity to sensory input: Adverse responses to specific sounds or textures, or visual fascination with lights.

It’s important to remember that ASD is a spectrum condition that affects people in many different ways, and that the daily challenges those affected face are not limited to the examples provided above.

Autism in the UK

It is estimated that at least 1 in 100 people in the UK are on the autism spectrum, equating to at least 700,000 adults and children. However, the actual number is likely to be higher, with one 2023 study suggesting a figure as high as 1.2 million.

Following an increase in awareness around neurodivergent conditions such as autism in recent years, demand for assessments has grown quickly, putting immense pressure on NHS services. In June 2025, the NHS reported that more than 236,000 people living in England were waiting for an autism assessment with nearly 90% of those waiting longer than the recommended 13 weeks.

A lack of workplace support

Despite increasing awareness around autism, representation and support in the workplace remains an issue, with autistic people facing some of the worst employment disparities of any disability group.

In 2024, the employment rate for people with autism was just 34.0%, compared to 55.3% for all disabled people and 82.0% for non-disabled people.

Why workplaces that are inclusive for employees with autism thrive

Studies repeatedly show that companies which are inclusive to people with autism outperform those that aren’t. This is because people on the autism spectrum often possess specialised cognitive skills that allow them to execute certain functions exceptionally well, enhancing their team’s performance. These include, but are not limited to:

• Exceptional attention to detail - Many people with autism are highly observant and have excellent attention to detail, often excelling in tasks that require precision, such as data analysis, design work, or activities that involve structured thinking.
• Strong pattern recognition and logical thinking: People with autism can sometimes notice patterns and inconsistencies that others may overlook.
• Intense focus and deep expertise: People with autism are often able to hyperfocus on tasks they find engaging and stay productive for long periods.
• Consistency, reliability, and honesty: Many people with autism thrive on clear routine and structure, making them highly dependable and punctual.

Although these are common strengths among autistic people, it’s important to remember that everyone is different in the skills they bring and challenges they face.

The impact in numbers

One study suggests that when placed in roles that align with their skills, people with autismcan be up to 140% more productive than those considered neurotypical.

Companies have reported that teams with neurodiverse employees are up to 30% more productive than those without.

Broader organisational benefits

• Improved retention: Employees on the autism spectrum are statistically more likely to stay at one company for longer periods, reducing turnover rates and recruitment costs for their employer. Some companies with dedicated neurodiversity programmes report a retention rate of 95% among their employees with autism.

• Access to untapped talent: The unemployment rate for adults with autism remains disproportionately high (in the UK, for example, approximately 22% of autistic people are employed).

• The productivity powerhouse: One study suggests that when placed in roles that align with their specific strengths, employees with autism can be up to 140% more productive than their neurotypical peers.

Companies that remove barriers and focus on strengths gain access to a large, skilled, and motivated talent pool that less-inclusive competitors may overlook.

Common workplace challenges

The daily challenges many people with autism face often relate to sensory, social, and communication mismatches in the traditional workplace. For example:

• Sensory overload: Difficulty coping with noise (such as open-plan offices) or harsh fluorescent lighting.
• Unclear communication: Challenges interpreting vague instructions, sarcasm, or unspoken social rules.
• Social exhaustion (masking): The mental drain of suppressing natural behaviors to appear neurotypical.
• Ambiguity: A lack of clear structure or routine can create significant anxiety without explicit guidance.
• Lack of accommodation: Unfortunately, many employers still do not make accommodations that are necessary for people with autism to fulfil their roles.

Again, try to remember that everyone including those with autism experiences different challenges in the workplace.

Five workplace adjustments that will better support employees with autism

At Fertifa, we understand that supporting neurodivergent conditions such as autism is about removing the barriers preventing employees from thriving in their roles. Often, the most impactful adjustments are low-cost, practical, and actually create a better environment for all staff.

Here are some of the most effective accommodations HR leaders can make.

1. Environmental calm: Managing sensory load

As discussed, many people with autism are highly sensitive to their surroundings. Offices can be hectic, noisy spaces capable of overwhelming anyone, so it's important employers consider ways to support those who find these environments particularly distressing. Common methods include:

• Designated quiet space: Allow the use of a private area or a fixed desk in a quieter part of the office.
• Sensory tools: Noise-cancelling headphones can help employees remain focused and calm by blocking out outside sounds.
• Flexible Working: Hybrid or remote work options are practical for several reasons including the control it gives employees to create a working environment that’s right for them.

2. Communication and task management

Employees with autism excel when expectations are made clear by:

• Written instructions: Clear objectives, feedback, and task prioritisation in writing can prevent problems that arise from misunderstandings.
• Structured meetings with a clear agenda that has been sent in advance.
• Clear feedback: Deliver feedback that is specific, objective, and constructive, focusing on actions rather than personality traits.

3. Predictability and support: Routine and role

• Routine check-ins: Regular 1-2-1 check-ins with a manager to review workload can help ensure an employee is being properly supported throughout their employment and address any issues quickly.
• Advance notice of change: As discussed, many people with autism may find sudden changes overwhelming. Advanced warning of changes to the office, tasks, or team structure can allow time preparation.
• Mentorship: Assign a buddy or mentor to provide employees with an alternative support figure they can speak to about anything they don’t want to discuss with their manager.

4. Rethinking recruitment and onboarding

Traditional interview methods often work against candidates with autism due to communication differences. To prevent this from happening, consider:

• Alternative interview formats: Options like such as a skills-based assessment, a work trial, or an informal one-on-one meeting instead of a high-pressure interview provide alternative ways for candidates to demonstrate their ability that might be better suited to them.
• Clear onboarding: Written documentation and checklists are always helpful, not least because they remove the need for people to remember long verbal instructions.

5. Building awareness and manager training

Fostering awareness and understanding among employees who don't have autism is just as crucial as any form of individualised support such as those mentioned above. Companies can do this in a few ways:

• Neurodiversity training: Training for all staff on what autism is, common differences in communication, and how to respectfully interact with and manage neurodiverse colleagues can help remove the stigma and reduce the number of misunderstandings.
• Peer support networks: Set up internal Employee Resource Groups (ERGs) or mentorship programmes that connect employees with autism with others to help reduce anyfeelings of isolation.

There’s no “one-size-fits-all” solution to supporting employees with autism at work. It’s important employers take the time ask each employee separately what accommodations they feel will best support them and enable them to deliver high-quality work.

Neurodiversity support through Fertifa

Check in with your HR team to see what kind of neurodiversity support or benefits you may be entitled to. For those who have access to our neurodiversity services with at Fertifa, support is available through our dedicated clinical network. In partnership with organisations such as Melios, Sloane Court Clinic, Neurobox, Psicon and Lexxic, we provide personalised care for a wide range of neurodiverse conditions, including ADHD, dyslexia, autism, obsessive compulsive disorder and more.

Our clinical partners can carry out diagnostic assessments where appropriate, and refer individuals back to us for ongoing support. This may include medication, therapy, coaching, specialist software and equipment, coloured lenses and other tailored tools to help manage traits more effectively.

We also offer access to workplace needs assessments. These are available whether or not someone has a formal diagnosis, and are designed to identify simple, practical adjustments that can make day-to-day work more accessible and sustainable.

Simple adjustments for neurodivergent employees can make a significant difference. When people with autism feel understood and supported, they are far more likely to thrive, contribute fully and feel confident in their role. If you want to learn more about how you can support your employees with autism and what neurodiversity support is available as a Fertifa patient, book a call with us today.