This section outlines the legal protections for neurodivergent people at work, reasonable adjustments, and the support systems available to help create inclusive workplaces.
Understanding the
Equality Act 2010
The Equality Act 2010 is a key piece of legislation in the UK that consolidates various anti-discrimination laws, including those that protect individuals with disabilities, including neurodivergent people. The Act makes it illegal to discriminate against someone because of their disability, which includes conditions such as autism, ADHD, dyslexia, dyspraxia and other forms of neurodivergence.
This law is crucial because it ensures that everyone - regardless of their neurodivergent status - has equal access to opportunities in the workplace. As a producer, production company or crew member, understanding your legal obligations under the Equality Act is essential to creating a fair, inclusive and legally compliant environment.
The Equality Act 2010 defines disability as a condition that substantially limits one or more of a person’s major life activities. This includes not only physical impairments but also neurological conditions that may impact a person’s ability to function in daily life or at work.
Neurodivergent individuals, including those who are autistic, ADHD, dyslexic, dyspraxic, and other conditions, can be classified as disabled under the Act if their condition meets this definition. Importantly, neurodivergence is viewed as a protected characteristic under the Act, which means that individuals are legally entitled to protection against discrimination and the right to request reasonable adjustments in the workplace.
Reasonable
Adjustments
Reasonable adjustments are changes to the work environment, schedule or expectations that help remove barriers for neurodivergent people. These adjustments are not just about compliance, they are about enabling individuals to do their best work in a way that works for their brain. The TAP Toolkit has extensive information and resources on this.
Examples of Reasonable Adjustments
Here are some common examples of reasonable adjustments in the film and TV industry that can support neurodivergent cast and crew:
- Flexible work hours
- Quiet spaces
- Clear communication
- Additional training or mentoring
- Noise-cancelling headphones to reduce sensory overload
- Assistive technology
- Task planning
- Access to a mentor or workplace coach for guidance and encouragement
- Using an access passport as part of your onboarding process is a vital tool to help understand and give clear information about the adjustments a disabled person needs at work.
Importantly, these adjustments should be discussed with the individual to ensure they meet their unique needs, they do not have to be expensive or complex. Often, small changes can have a huge impact on wellbeing, productivity and retention.
Government Support for
Neurodivergent People in Employment
Access to Work is a government scheme designed to help disabled and neurodivergent people thrive in employment by funding the additional support they need to do their job well. This support recognises that the workplace is often not naturally designed for different brains and helps bridge that gap.
It is also important to note that due to government cutbacks, businesses are witnessing many challenges with access to work requests. Anecdotally, many of these challenges have been for neurodivergent individuals whose claims have been pushed onto the employer to fund. Reform is due with updated and new legislation in the Employment Rights Bill from Autumn 2025 with many aspects being rolled out up to 2027.
References &
Further Reading
- Equality Act 2010: Full text of the legislation.
- What Are Reasonable Adjustments? - Equality and Human Rights Commission
- Disability, The Equality Act 2010 and Reasonable Adjustments - GOV.UK
- BBC article about eight year waiting list
- Government Access to Work
- Creative Diversity Network
- Access to Work - Disability Rights UK
- Access to Work - Neurodiversity UK