Supporting Neurodiverse Employees During the Holidays
The holiday period can place additional pressure on neurodiverse employees. Changes to routine, increased social interaction, and heightened sensory stimulation can affect wellbeing and performance. Supporting neurodiverse employees during the holidays is therefore an essential part of building a genuinely inclusive workplace.
Inclusion matters through every season. Support is most effective when it is consistent, thoughtful, and embedded into everyday working practices rather than limited to a festive initiative.
Why the holidays can be challenging
Festive periods often involve altered schedules, workplace events, and environmental changes such as music, decorations, and busier offices. For some neurodiverse individuals, these factors can increase stress, fatigue, or difficulty concentrating.
A supportive workplace recognises that these challenges vary from person to person and responds with flexibility and understanding. This approach helps maintain engagement and reduces the risk of burnout at a time when pressures can already be high.
Rachel Cornish from Mynurva notes, “True inclusion means understanding how changes in environment and expectations affect people differently, and responding with empathy rather than assumption.”
Supporting Neurodiverse Employees
Offer flexible working arrangements. Adjusted hours, remote working, or temporary workload changes can help employees manage energy and sensory demands.
- Keep social activities optional. Attendance at celebrations should never be expected, and opting out should be fully respected.
- Communicate clearly and in advance. Early notice of plans, deadlines, and changes reduces uncertainty and anxiety.
- Be mindful of sensory environments. Providing quieter spaces and limiting unnecessary noise or visual clutter can make a meaningful difference.
- Encourage open, respectful conversations. Managers should invite dialogue about support needs without pressure to disclose personal information.
These practical actions demonstrate that supporting neurodiverse employees is achievable and impactful.
Inclusion Beyond The Festive period
Support should not end when the holidays do. Consistent inclusive practices build trust and allow people to work effectively throughout the year.
As Zain Sikafi from Mynurva explains, “Inclusion only works when it is part of everyday decision making, not something switched on for a single season.”
Embedding flexibility, clarity, and respect into organisational culture ensures that inclusion remains meaningful and sustainable.
So can employers support neurodiverse employees during the holidays?
Employers can support neurodiverse employees during the holidays by offering flexible working options, keeping social activities optional, communicating changes clearly in advance, and being mindful of sensory environments. Ongoing inclusion is essential.
