For individuals and organisations
Support for Getting Into Work, Staying in Work and Working Well
Good employment support is not only about securing a job. It is also about creating the conditions in which someone can contribute, develop and remain well enough to sustain their work. That may involve role fit, communication, working pattern, environment, autonomy, workload or clearer boundaries.
The Neurodivergent Hub supports adults aged 18+ by need, not by label. It can be used by diagnosed people, people waiting for assessment, people who are exploring neurodivergent-friendly support and people who do not use a diagnostic label.
- Entry and return
- Retention
- Workplace communication
- Role and career exploration
Getting into work with a clearer picture of fit
Before applying or accepting a role, it can help to understand preferred working rhythm, environment, team style, communication and autonomy. This does not create a perfect-job checklist. It gives the person better questions to ask and helps distinguish essential needs from flexible preferences.
Strengths are part of that picture. The aim is not to direct someone towards lower expectations, but to identify where their abilities are likely to be usable and recognised.
Returning to work sustainably
A return after illness, caring, unemployment, burnout or a career break may need more than an induction date. The first 90 days can include a realistic workload, clear priorities, planned check-ins, communication preferences and a way to review what is or is not working.
Remote, hybrid and office arrangements each create different demands. Exploring those trade-offs can support a more informed return without assuming one pattern suits everyone.
Staying in work and speaking up
When work becomes difficult, the cause may not be obvious. Work Fit & Speak Up helps a person reflect on workload, role boundaries, pace, meetings, autonomy, communication, sensory conditions, masking, recognition and whether their capabilities are being used.
It then helps organise the person’s own points for a manager or HR conversation. This can include reasonable-adjustment discussion points, but it is not legal advice and does not decide what an organisation must provide.
Supporting organisations without reducing people to labels
Employers, education providers, commissioners and partner organisations can provide access without requiring the Hub to decide who is or is not neurodivergent. Needs-led access can support people whose assessment is pending, private or not being pursued.
The tools are designed to support clearer self-understanding and communication, not to give an organisation access to private notes. A person’s Hub content remains their own unless they make a specific, controlled choice to share something.
When change or other work is worth exploring
Sometimes a small adjustment may make a major difference. Sometimes the working pattern, organisation or role itself may remain a poor fit. Career exploration can happen alongside current employment without the Hub telling someone to leave.
The aim is sustainable work: work that makes reasonable use of capability, allows concerns to be raised and does not depend on explaining everything perfectly in the moment.
Related support
Questions people ask
Is this only for people in full-time work?
No. It may help with part-time, temporary, freelance, self-employed, voluntary or changing work.
Can organisations provide access?
Yes. Organisational access can support eligible adults while their private Hub content remains private.
Can it help prepare reasonable-adjustment discussions?
Yes. It can organise the person’s own needs and proposed changes, but it is not legal advice.
Does someone need a diagnosis?
No. Access and practical support can be based on need rather than a diagnostic label.
Does it tell people to stay or leave?
No. It supports reflection on what may be changeable and what alternatives may be worth exploring.
Explore practical work support
Individuals can try a free tool or explore membership. Organisations can review the Hub before discussing access.