Autism is a lifelong neurodevelopmental condition that affects how people communicate, process information and interact with others. It presents differently in every individual, which is why professional assessment is so important. Many adults remain undiagnosed for years, often masking their differences and experiencing stress or burnout as a result.
Dr Hamid Rahmanian, Consultant Psychiatrist and adult autism specialist at The ADHD Centre, says:
“We see highly capable professionals who have spent years feeling misunderstood at work. Once they receive a diagnosis, it completely changes their perspective. They begin to see how their strengths, such as precision, focus and honesty, can be real assets when supported properly.”
Because autism manifests differently in every person, formal diagnosis is essential. A structured assessment typically includes developmental history, diagnostic interviews and recognised tools that build a clear picture of how autism affects daily life.
“Diagnosis is not about labelling someone,” says Sophie Hailwood, Workplace neurodiversity coach at The ADHD Centre. “It helps people understand themselves, and it gives employers the insight they need to provide appropriate support.”
High functioning autism can present in ways that are easily misunderstood as personality traits or performance issues. Common characteristics may include:
Hailwood, explains: “Autistic employees often bring qualities that businesses rely on most. They are loyal, consistent and have very high standards. The key is understanding their needs and making small, practical adjustments so they can perform at their best.”
Under the Equality Act 2010, autism is recognised as a disability, meaning employers are legally required to make reasonable adjustments for employees with a diagnosis. These might include flexible working hours, clear written communication, quiet workspaces or hybrid working options.
Employers and employees can also access the government’s Access to Work scheme, which provides funding for support such as job coaching, mentoring, specialist equipment and workplace adaptations. According to official guidance, grants awarded between April 2023 and April 2024 were capped at £66,000 per person per year, rising to £69,260 from April 2024. Both employees and the self-employed can apply, and support is tailored to individual need.
Dr Hamid Rahmanian adds: “Access to Work is a valuable but underused resource. It can transform outcomes for autistic employees and help organisations retain highly skilled, motivated staff while ensuring compliance with employment law.”
Experts are encouraging HR professionals to move beyond awareness and take practical steps to make workplaces genuinely inclusive.
“Autism is not something to fix,” says Hailwood. “It is a different way of thinking. When businesses adapt, they unlock creativity, commitment and innovation that benefit the whole organisation.”
