Following the recent decision of the court against Capgemini, Victoria Young, Managing Director of Basic basins law, warns that not supporting neurodivergent staff is both a legal and commercial risk.
Under the equality law, employers must make reasonable adjustments for conditions such as ADHD, with practical measures such as managers, flexible breaks and adapted performance management often making the difference between compliance and complaints.
Victoria Young, Managing Director of Setting basin lawexplain:
“The recent court decision against Capgemini is a reminder that the support of Neurodivergent personnel is both a legal requirement and a commercial necessity.
“Under the equality law, employers must provide reasonable adjustments for employees whose conditions, including ADHD, equivalent to a handicap.
“The risks of negligence are clear. Companies that fail to deal with legal allegations, reputation damage and the loss of capable employees. Modest stages, such as the reduction of distractions, authorizing it flexible breaks or the adaptation of yield management, can have a marked effect.
“With diagnostics of ADHD and other forms of neurodivergence increasing, companies should review their policies now, but a real commitment with people who fight with aspects of a role or with the way an employer expects it to be done, to understand the impact, then give an appropriate consideration to what can reasonably be done to obtain the same results. Can strengthen organizations by better helping the capacities of their people. »»
