Workplace needs assessments
Adjustments that fit the person and the job
An independent, person-centred assessment that identifies what a neurodivergent employee needs to work sustainably, and gives their manager practical, affordable actions to put in place.
- Format
- 60–90 minute online one-to-one
- Output
- Written report for employee and employer
- Diagnosis
- Helpful context, never a requirement
- Commissioning
- Individually or in blocks, referrals any time
What it is
Support that is need-led, not label-led
A workplace needs assessment is a structured, one-to-one review of an employee's role, strengths, challenges and working environment, carried out to identify the adjustments that will help them perform at their best. It looks at the barriers someone is actually experiencing rather than starting from a diagnosis.
It produces clear, evidence-based recommendations that support productivity, confidence, wellbeing and compliance with the Equality Act. Assessments suit employees with ADHD, autism, dyslexia, dyspraxia, dyscalculia or Tourette's, and those exploring neurodivergence for the first time.
We work alongside internal HR and occupational health processes, and our recommendations support reasonable adjustment duties and Access to Work applications where relevant.
The assessment journey
Four steps, start to finish
- 01
Confidential conversation
A structured, strengths-based session with the employee to understand their role, the tasks they find difficult and what already helps.
- 02
Role and environment review
We look at the actual demands of the job, workload, communication, systems, sensory environment and working patterns.
- 03
Practical written report
Clear, prioritised recommendations covering adjustments, ways of working, assistive technology and manager actions, written in plain English.
- 04
Follow-up and embedding
Optional review sessions and manager guidance so adjustments are implemented well and still work months later.
What is included
- A 60 to 90 minute online one-to-one assessment
- Review of role demands, strengths, challenges and work environment
- Exploration of focus, communication, workload, memory, sensory needs and organisation
- Identification of workplace barriers as well as strengths
- A clear set of recommended reasonable adjustments
- Practical strategies the employee can begin using immediately
- A written report designed for both the employee and the employer
For the employee
Understood and better equipped
- A safe, supportive space to explore what they find challenging at work
- Greater clarity and confidence around their strengths and needs
- Tailored strategies that improve focus, organisation, communication or sensory comfort
- Recommendations that reduce stress and help them feel understood
For the organisation
Clear actions, less guesswork
- Clear, specific and actionable recommendations for managers and HR
- Reduced trial-and-error and fewer performance concerns
- A structured, tailored approach to reasonable adjustments
- Evidence to support Equality Act duties and Access to Work conversations
Where assessments help most
- An employee has disclosed and nobody is sure what to do next
- Performance concerns where support may be the missing piece
- Returning to work, changing role or restructuring
- Recruitment and onboarding adjustments
- Repeated sickness absence linked to workload or environment
- Access to Work recommendations that need translating into practice
Common questions