Autism in the workplace: how to support colleagues on the spectrum

There’s a growing awareness that autism affects how millions of people across the UK experience life. But awareness and action are two very different things. That may explain why 91% of autistic people feel society doesn’t accept them or only accepts them sometimes, despite autism awareness being at an all-time high.  

If you’re an HR leader, people manager or company director, you can make a real difference to your autistic employees’ workplace experience by providing the right support. And during World Autism Acceptance Month, there’s no better time to answer the questions you may have about how autism shows up at work – and how you can better support for your autistic colleagues. 

What autism is and what it isn’t

Autism is a natural variation in how a person experiences the world and relates to others. You may hear autistic people describe themselves as being “wired differently” - which is accurate. An autistic person’s brain develops with different patterns of connection compared to a neurotypical brain. 

Autism is unique to each individual. There are no characteristics common to all autistic people. However, understanding how neurological differences can shape behaviour helps create more supportive workplaces. 

Tasks 

Autistic employees often think systematically. They typically thrive when work is structured, goals are clear and routines are predictable. 

Vague instructions, implied expectations and sudden changes of plans can create unnecessary stress. 

Environment 

Autistic people may absorb more of what they see, hear and feel around them. This can make them highly attuned to detail – noticing things others overlook. 

At the same time, bright lighting and noisy open-plan offices can feel overwhelming. 

Communication 

Autistic colleagues may communicate in a direct and literal way. This honesty can be a real strength. 

However, depending on the situation, direct communication may be misinterpreted if others expect implied meaning or softer phrasing. 

What autism isn’t

It’s equally important to challenge common misconceptions: 

• Autism is not a mental dysfunction or deficit. It is a natural neurological difference, bringing both strengths and challenges – similar to ADHD or dyslexia. 

• Autistic employees do not lack empathy. Many are deeply empathetic; they may simply express it differently. 

• Autism is not a superpower. While autistic people may have exceptional strengths, framing autism only as a “gift” can overlook the everyday challenges they face. 

How to support your autistic colleagues

Supporting autistic employees doesn’t have to be complex or expensive. Small, practical adjustments can significantly improve workplace experience – and often benefit the wider team too. 

Clear written instructions 

Follow verbal conversations with written summaries outlining actions, deadlines and expectations. 

Be specific about what good looks like. Define scope and priorities clearly. Project management tools can help ensure consistency. 

Structured and specific feedback 

Provide feedback in a consistent format. For example: 

• What worked well 

• What could improve 

• What success looks like next time 

Avoid vague direction such as “be more strategic”. Instead, for example say, “Prioritise tasks with the greatest commercial impact”. 

Regular one-to-ones provide space for broader guidance. 

Flexible working options 

Where the role allows, consider flexibility in hours, location or task sequencing. Some autistic employees work best during quieter hours or in lower-stimulation environments.  Where on-site working is required, providing access to quiet rooms or noise-cancelling headphones can make a real difference. Focus on outcomes rather than presenteeism. Clear performance measures support flexibility without reducing accountability. 

Advance notice of changes 

Unexpected changes to meetings, priorities or team structures can increase stress. Communicate changes early. Explain why they are happening and confirm new expectations in writing. 

For larger organisational shifts, consider structured Q&A sessions to reduce ambiguity. 

Why it matters 

These adjustments don’t just support autistic employees. They create clarity, consistency and psychological safety across your organisation – including for those who haven’t received a diagnosis or choose not to disclose one. By flexing management style and culture to fit the needs of a broad range of people, the whole organisation benefits. 

With the right support, autistic employees can bring deep expertise, innovative thinking, sustained focus and strong integrity to your team. 

Creating that environment isn’t about special treatment. It’s about thoughtful leadership.