October Health – 2025 Report

Neurodiversity in United Kingdom

The leading cause of neurodiversity stress in the United Kingdom population is workplace-related challenges, including lack of understanding, inadequate accommodations, and social stigma. These factors create barriers in employment settings, leading to increased stress for neurodivergent individuals. Encouraging inclusive workplace practices and offering supportive resources like October’s digital group sessions can help mitigate these stressors.

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Neurodiversity Prevalence
14.35%
Affected people
7,892,500

Impact on the people of United Kingdom

Effects of High Neurodiversity Stress on Health and Personal Life

  • Mental Health Impact

    • Increased anxiety and depression
    • Heightened feelings of overwhelm and burnout
    • Reduced self-esteem and confidence

  • Physical Health Consequences

    • Sleep disturbances
    • Chronic fatigue
    • Psychosomatic symptoms (e.g., headaches, muscle tension)

  • Personal Life Effects

    • Strained relationships due to irritability or withdrawal
    • Reduced social interaction and isolation
    • Difficulty balancing work and home life

  • Workplace Impact

    • Lower productivity and engagement
    • Increased absenteeism
    • Greater risk of burnout

Workplace Support Tip
Utilising tools like Panda’s digital group sessions and assessments can help employees better understand and manage neurodiversity-related stress, improving overall wellbeing and workplace inclusion.

Impact on the United Kingdom Economy

Effects of High Neurodiversity Stress on an Economy

  1. Reduced Workforce Productivity:
    Neurodiverse individuals experiencing high stress may face challenges concentrating or completing tasks, lowering overall productivity.

  2. Increased Absenteeism and Presenteeism:
    Stress can lead to more sick days or employees being physically present but mentally disengaged, impacting business efficiency.

  3. Higher Employee Turnover:
    Without adequate support, neurodiverse employees may leave jobs more frequently, increasing recruitment and training costs.

  4. Decreased Innovation and Creativity:
    Neurodiverse talent often contributes unique perspectives; stress can stifle these contributions, reducing competitive advantage.

  5. Increased Healthcare Costs:
    Chronic stress leads to mental health issues, raising expenses for healthcare provision and support services within companies.

Workplace Recommendations:
Employers should foster inclusive environments and provide tailored mental health support, such as digital group sessions or assessments offered by platforms like October, to mitigate stress impacts and support neurodiverse employees effectively.

What can government do to assist? 

 Strategies to Lower Neurodiversity Stress in a Country

1. **Promote Inclusive Education**  
   - Implement tailored support for neurodiverse students.  
   - Train educators on neurodiversity awareness and inclusive teaching methods.

2. **Workplace Accommodations**  
   - Encourage employers to offer flexible work arrangements and sensory-friendly environments.  
   - Provide mental health resources specific to neurodiverse needs, such as digital group sessions (e.g., via October).

3. **Public Awareness Campaigns**  
   - Increase understanding of neurodiversity to reduce stigma and foster acceptance.

4. **Accessible Mental Health Services**  
   - Expand availability of neurodiversity-friendly mental health support in the NHS.  
   - Use digital platforms like October for assessments and support tailored to neurodiverse individuals.

5. **Legal Protections and Policies**  
   - Enforce anti-discrimination laws protecting neurodiverse individuals in education, employment, and public services.

What can businesses do to assist their employees? 

 How Companies Can Lower Neurodiversity Stress

1. **Create an Inclusive Environment**  
   - Offer quiet workspaces or noise-cancelling options.  
   - Provide flexible work hours and remote work opportunities.

2. **Implement Clear Communication**  
   - Use straightforward, unambiguous language.  
   - Offer written instructions alongside verbal ones.

3. **Provide Training and Awareness**  
   - Conduct neurodiversity awareness sessions for all staff.  
   - Train managers in neurodiverse-friendly leadership.

4. **Personalise Support and Adjustments**  
   - Allow personalised adjustments based on individual needs.  
   - Regularly review support plans with employees.

5. **Offer Access to Mental Health Resources**  
   - Ensure availability of counselling or therapy services.  
   - Use digital group sessions like those provided by October for peer support and skill-building.

By integrating these practices, companies can reduce stress and support neurodiverse employees effectively.