Neurodiversity Discrimination Solicitors
Specialist employment lawyers in London and the South East supporting neurodivergent employees facing unfair treatment at work.
Facing discrimination because of a neurodivergent condition? We’re here to help.
If you’re autistic, have ADHD, dyslexia or another neurodivergent condition, you should be supported at work – not excluded, misunderstood or judged unfairly. But in many workplaces, neurodiversity is still poorly understood. Strengths are overlooked, needs are ignored, and decisions are made based on assumptions instead of ability.
At Thomas Mansfield Solicitors, we’ve helped many neurodivergent employees and senior executives challenge discrimination at work. Whether you’re being denied adjustments, facing capability concerns or experiencing exclusion or dismissal, we’ll help you understand your rights and respond with confidence.
You’ll be supported by our team of employment specialists including Jenna Ide, who leads our work on neurodiversity in the workplace. Jenna has extensive experience advising neurodivergent individuals and delivering training to employers on how to get it right. Her insight informs everything we do – from the way we approach each case to how we protect your legal position.
We’re ranked in the Legal 500, accredited by Lexcel and members of the Employment Lawyers Association. With offices across London and the South East, and remote consultations available, expert legal support is always within reach.
Common examples of workplace discrimination
We regularly support neurodivergent clients facing issues such as:
- Being excluded from key meetings or opportunities due to assumptions about communication style.
- Lack of reasonable adjustments, such as quiet spaces, written instructions or flexible deadlines.
- Biased recruitment or appraisal processes where traits linked to neurodivergence are misinterpreted.
- Inappropriate remarks, ‘banter’ or behaviour that goes unchallenged by managers.
- Victimisation after disclosing a condition, raising concerns or requesting adjustments.
How we support neurodivergent employees
Whether you’re thriving in your role but need support or are facing exclusion or formal processes, we’ll provide expert legal advice tailored to your situation.
Common scenarios we help with include:
- Being denied reasonable adjustments, such as alternative communication methods or quiet working space.
- Facing dismissal (including at the end of a probationary period) or disciplinary action without proper consideration of your condition.
- Receiving poor performance reviews based on traits linked to neurodivergence.
- Dealing with workplace bullying, isolation or subtle exclusion.
- Preparing to raise a grievance.
- Negotiating a dignified exit.
We’ll help you understand your legal rights, explore your options and act strategically – whether you’re looking to stay in your role or move on with the best possible outcome.
Call our employment law team on 0204 571 1443 or
What is a neurodiversity discrimination?
Neurodiversity refers to natural differences in how people think, communicate, process information and experience the world. But when those differences are misunderstood or unsupported at work, it can lead to discrimination.
There are many types of neurodiversity discrimination. It can happen when someone is treated unfairly because of a condition such as:
- Autism.
- ADHD.
- Dyslexia.
- Dyspraxia.
- Tourette’s syndrome.
- Other neurodevelopmental conditions.
Discrimination may be obvious – such as mocking or exclusion – or more subtle, such as biased reviews or lack of opportunities.
Case study: Dyslexia discrimination at Starbucks.
This real-world example is drawn from a case Jenna Ide worked on, representing the employee in a landmark neurodiversity discrimination claim.
In 2015, a dyslexic employee at Starbucks successfully brought various claims to an employment tribunal for disability discrimination based on her dyslexia. She had been disciplined for mistakes at work that arose from her dyslexia – this was held to be discrimination arising from a disability.
Starbucks had also failed to make reasonable adjustments. The employee, who struggled with reading, had been given the disciplinary allegations in handwriting and, later, the minutes in extremely small font. Reasonable adjustments can be as simple as providing typed notes in large font and providing minutes of meetings ‘expeditiously’, both of which Starbucks failed to do in this case.
It’s a clear reminder: Employers can’t ignore neurodivergent needs, and employees don’t have to accept being side-lined or dismissed unfairly.
Legal protection for neurodivergent employees
You don’t need a formal diagnosis to be protected under the law. If your condition has a substantial and long-term effect on your ability to carry out day-to-day activities, it may meet the legal definition of a disability.
If your employer knows – or should reasonably know – about your condition, they have a duty to avoid discrimination, including:
- Direct discrimination – treating you less favourably because of your condition.
- Discrimination arising from disability – such as penalising you for difficulties linked to your condition.
- Failure to make reasonable adjustments – for example, adapting processes or providing flexibility.
Even without specific knowledge of your diagnosis, employers can be at risk of claims for indirect discrimination – such as applying rigid office attendance policies that disadvantage neurodivergent individuals.
These obligations are often overlooked – especially in fast-paced or high-pressure environments. That’s where we can help.
Meet our employment law partners
Why choose Thomas Mansfield Solicitors.
- Specialist employment lawyers – Experts in workplace neurodiversity and disability discrimination.
- Experienced in sensitive cases – From reasonable adjustments and grievances to negotiated exits and tribunal claims.
- Easy to work with – Offices in London and the South East, plus remote consultations for fast, flexible support wherever you are.
- Neurodiversity-aware in our approach – We adapt how we work to support different communication and processing styles
- Highly rated by clients – Known for clear advice, strong results and a supportive approach during stressful moments.
Call our employment law team on 020 4579 5997 or
What to do if you’ve experienced neurodiversity discrimination.
Whether you’re still in your role, in the middle of a formal process, thinking about resigning or have already left, it’s not too late to get support. We understand how overwhelming these situations can be – especially when your neurodivergent conditions are not being properly acknowledged or understood.
Here’s how we can help
Frequently asked questions
What is a reasonable adjustment?
A reasonable adjustment is a change your employer must consider making to remove or reduce disadvantage caused by your disability or neurodivergent condition. For neurodivergent employees, this could include flexible hours, clear written instructions, changes to how meetings or reviews are run, quiet working space, or extra time for tasks. What’s 'reasonable' depends on various factors such as the cost of the adjustment and the size of the organisation. If your employer refuses to consider adjustments or doesn’t follow through, it may amount to disability discrimination - and we can help you take action to challenge it.
What if my employer says they ‘didn’t know’ about my condition?
Employers can still be liable, for example, if there were clear signs or discussions suggesting you were neurodivergent, they may still have been expected to act. This is known as 'constructive knowledge.' If your employer overlooked obvious clues or failed to investigate properly, their duty to make adjustments may still have applied. Also, claims for indirect disability discrimination do not require the employer to have any knowledge of your condition at all. We’ll help determine what they should have known - and when.
What does neurodiversity discrimination look like at work?
It often shows up in subtle but damaging ways - like being overlooked for promotion, disciplined for mistakes arising from your neurodivergent condition, or judged unfairly on communication style or behaviour. You may face inappropriate comments, unreasonable expectations, or a lack of support. If this treatment relates to a neurodivergent condition like autism, ADHD or dyslexia, it may be unlawful. We help identify whether the treatment you’ve faced breaches your rights - and what you can do about it.
My employer made assumptions about my abilities after I disclosed my condition – is that discrimination?
Yes - if sharing your condition leads to unfair treatment, such as being passed over for opportunities, excluded from meetings or micromanaged, it could be discrimination. Employers should support you, not side-line you. We’ll help you assess the treatment, gather evidence and take action to protect your role or reputation.
I’ve been disciplined for behaviour linked to my neurodivergence – what can I do?
Disciplinary action that ignores the effects of a neurodivergent condition may be unlawful. If your employer failed to seek medical advice, make adjustments or consider context, you may have a claim. We’ll help you challenge the process, protect your position and decide on the right strategy - whether that’s raising concerns internally, negotiating an exit or pursuing a legal claim.
I feel targeted or isolated because of my neurodivergence – is that harassment?
Possibly. Harassment happens when someone engages in unwanted behaviour related to a protected characteristic - like autism or ADHD - that creates a hostile or degrading environment. This could include jokes, sarcasm, invasive questioning or social exclusion. If you’re feeling singled out or undermined, we can help you raise it appropriately and explore whether you have a claim.
Do I need a formal diagnosis to be protected by law?
No. The Equality Act protects you if you meet the legal definition of a disability, even if you haven’t received a formal diagnosis. What matters is whether your condition has a long-term and substantial impact on normal day-to-day activities. Neurodivergent conditions are nearly always life-long, so the long-term element that is required is not usually an issue. Many people don’t realise they qualify. If you’re not sure, we’ll talk it through with you and help assess whether legal protection applies.
Can I challenge how my employer handled my medical information?
Yes. Your employer must treat health information as sensitive and confidential. If they shared details about your condition inappropriately, failed to consult you, or acted on assumptions rather than evidence, this could be a breach of your rights - and in some cases, disability discrimination. Our disability discrimination lawyers will help you raise the issue and explore next steps.
Contact us
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Please note we do not offer legal aid or no win no fee agreements.