What workplace mental health and neurodiversity support involves
Mental ill health is the single biggest cause of work-related ill health in Great Britain and the leading cause of work-related absence. In 2024/25, 964,000 workers had stress, depression or anxiety caused or made worse by work, and 22.1 million working days were lost to it (HSE).
We bring clinical assessment, practical training and organisational tools together in one place – from a single management referral through to a full stress risk assessment across your organisation.
Meet the clinical team →How we work with you
Whether it is one person or your whole organisation.
Understand the need
A referral for an individual, or a brief for organisational training or a stress risk assessment.
Assess or deliver
A clinical assessment, a training session or workshop, or an organisational stress risk assessment.
Practical recommendations
Clear, work-focused advice and adjustments you can act on.
Support mental health and neurodiversity at work
Select a workplace challenge or an HSE Management Standard to see practical adjustments, or a situation to see the services that match.
Small, low-cost adjustments support neurodivergent colleagues, including people with autism, ADHD, dyslexia or dyspraxia. Each workplace challenge lists adjustments an employer can make.
Every person is different and traits overlap. These are general starting points and do not apply to every individual or diagnosis.
Communication & interaction
Sensory & environment
Focus, memory & processing
Predictability & change
Commonly relevant to ADHD and autism
Communication & social interaction
Some people find implied meaning, tone and unwritten social rules harder to read.
Sources: Acas guidance on adjustments for neurodiversity and Access to Work on GOV.UK.
Why employers choose Medwyn
A combined clinical and organisational offering, grounded in the recognised standards.
OH clinician-led
Assessment and advice led by our doctors and occupational health advisors.
Validated clinical tools
Recognised measures such as GAD-7 and PHQ-9, for consistent assessment.
Education employers
Stress risk assessments, training and coaching for schools, colleges and universities.
SEQOHS accredited
Independently accredited to the recognised occupational health quality standard.
Mental health & neurodiversity FAQs
The questions HR managers and leaders ask most.
Yes. We assess occupational impact and recommend reasonable adjustments in the interim, without needing a prior diagnosis, and can advise on the NHS Right to Choose route and independent options.
Yes, through a management referral. We assess how work and health interact and advise on support and adjustments.
A structured organisational assessment against the six HSE Management Standards, with a written report and practical recommendations. It is the basis for managing work-related stress and supports your approach under ISO 45003.
It is individual, but common themes include flexibility, clear communication, changes to the environment and assistive tools. We set out practical, work-focused adjustments for each person.
It can be, depending on how substantial and long-term the impact is, and the duty to make reasonable adjustments can apply – sometimes before any formal diagnosis. This is general information, not legal advice.
A clear, work-focused report on fitness for work and any recommended adjustments. The clinical detail the employee shares stays confidential; you receive the advice you need to act, not their diagnosis or medical history.
A practical assessment of how someone's needs affect them at work and the adjustments that would help – focused on occupational impact, not clinical diagnosis. For neurodivergent employees it identifies the support that fits and can align with Access to Work funding where relevant.
We carry out workplace needs assessments for employees with ADHD, with or without a diagnosis. They look at how it affects the person's work and which adjustments will help; they do not diagnose ADHD.
We assess occupational impact and deliver training and organisational support. We do not diagnose, run Mental Health First Aid qualification courses, or replace therapy. Where specialist diagnosis is needed, we signpost it.
Related services
Mental health and neurodiversity work often connects with these:
Management referrals
The route for individual mental health assessment.
Learn more →Absence management
Where mental ill health is driving absence.
Learn more →Wellness screening
Proactive checks that identify wellbeing risks early.
Learn more →This page is general information for employers and is not individual medical or legal advice. We assess occupational impact rather than diagnose; for any employment decision, take HR or legal input.
Talk to us about mental health and neurodiversity
Speak to us about training, stress risk assessments and neurodiversity support for your organisation. We answer enquiries within 3 working hours.