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The right support, for the right neurodiversity.

Neurodiversity Services: Assessment, Screening and Coaching for Your People

Around one in seven people in the UK are neurodivergent, according to ACAS. That means ADHD, autism, dyslexia, dyspraxia, dyscalculia and other conditions are likely to be present in every workforce.

Many neurodivergent employees have developed ways to manage, while others may be struggling without knowing why. My Group’s services give employers a practical route to assessment, screening and coaching, helping people get the right support at work.

Practical help for employers to support their teams

My Group’s neurodiversity services give employers a practical route to assessment, screening and ongoing coaching support. They help employees gain clarity about their own needs, and give HR teams and managers the information they need to put meaningful, proportionate support in place.

Why does neurodiversity support matter to employers?

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments where an employee’s neurodivergent condition meets the definition of a disability. But the case for neurodiversity support goes beyond compliance.

Neurodivergent employees often bring significant strengths to their roles. The challenge is that without the right support, difficulties in other areas can make it hard for those strengths to come through consistently. Providing access to assessment and coaching helps employees understand themselves better, helps managers understand how to support them, and reduces the friction that might otherwise lead to underperformance, absence or someone leaving a role they could genuinely thrive in.

Many neurodivergent employees remain unidentified

A significant proportion of neurodivergent adults reach working age without a formal assessment or diagnosis. They may have found ways to manage, but those strategies have limits. A change in role, workload or working environment can change a manageable situation into one that feels impossible. For HR teams, a change in an employee’s performance or behaviour that doesn’t have an obvious explanation is often worth exploring through a structured assessment.

What neurodiversity services does My Group offer?

My Group’s neurodiversity services cover three distinct areas that can be used individually or as part of a wider support pathway, depending on what the employee and employer need.

A simple way to choose the right starting point is to look at the question you are trying to answer. If you need to understand whether neurodivergent traits may be affecting an employee at work, neurodiversity assessment and screening is usually the best place to start. If ADHD is already the main concern, the ADHD assessment offers a more focused route. If the employee already understands their needs, or needs practical strategies while waiting for an assessment, coaching can provide day-to-day support.

Neurodiversity Assessment and Screening

A virtual screening pathway that explores whether an employee shows traits associated with neurodivergent conditions including ADHD, autism, dyslexia, dyspraxia and dyscalculia. It uses a one-to-one clinical interview and relevant screening tools to produce a clear written report with practical workplace recommendations.

The report summarises findings, key characteristics and recommended next steps. This is a screening and assessment service rather than a formal diagnostic pathway for every condition covered, so it is not a definitive diagnosis. What it does provide is clear, practical guidance that gives both the employee and the employer something to act on.

For HR teams, the assessment provides an independent, evidence-based view that supports fair and informed decisions about reasonable adjustments, without requiring the employee to have a formal diagnosis first.

ADHD Assessment and Report

A full virtual ADHD assessment delivered by an experienced psychologist, providing a detailed clinical understanding of the individual’s presentation and clear guidance on next steps. This is a more specific pathway than the general neurodiversity screening, designed for employees where ADHD is the primary concern.

The assessment produces a detailed written report that can inform workplace support and reasonable adjustments. It does not include prescribing, medication management or ongoing medical treatment. It is intended for people who have been experiencing ADHD-related symptoms for more than six months.

For managers and HR teams, the report provides the clarity needed to have a more informed conversation with the employee and to put practical support in place with confidence.

Neurodiversity Coaching for Employees

One-to-one coaching sessions delivered virtually, designed to help employees build confidence and practical strategies for working effectively in their day-to-day role. Coaching usually starts by identifying the employee’s strengths, challenges and goals, then focuses on practical areas such as focus, organisation, communication and managing stress.

Coaching is distinct from assessment. It does not produce a standard report unless separately agreed, and it can be accessed whether or not the employee has a formal assessment or diagnosis. It is particularly useful for employees who have had an assessment and want ongoing support to put the recommendations into practice, or for employees who would benefit from practical help while waiting for assessment.

For employers, neurodiversity coaching is one of the most tangible forms of support available: practical, employee-led, and focused on what actually helps someone work well.

Neurodiversity Coaching for Managers

Neurodiversity coaching can also support managers who want to better understand and support neurodivergent employees. Sessions can help managers recognise where an employee may need a different approach, adapt communication and working practices, and support reasonable adjustments in a practical, informed way.

In every case, the aim is to give the employee and employer practical information they can use at work. Assessment reports are designed to support understanding, conversations and reasonable adjustments. Coaching is designed to help employees turn that understanding into workable strategies in their role.

Mental Health Training for Managers

How do My Group’s neurodiversity services work?

Assessment and screening services follow a straightforward referral process. The employer makes a referral, the employee completes some initial online forms, and then attends a one-to-one video consultation with a UK-qualified psychologist. A written report with clear, actionable recommendations follows.

Coaching sessions are arranged on a frequency and schedule agreed between the employee and coach, and can run alongside an assessment pathway or independently.

Services are available on a pay-as-needed basis, which means employers don’t need to commit to a company-wide programme. Support can be accessed for a specific employee when a need arises, making it practical for organisations of any size.

Help neurodivergent employees access appropriate support

Every employee’s needs and circumstances are different, and it is not always obvious which type of support will be most appropriate. The My Group team can help you understand the available options, explain how the referral and assessment process works, and identify a clear route forward for the employee and the organisation.

Whether the need is for an assessment, workplace recommendations, coaching or another form of support, we will help you understand where to start and what happens next.

Talk to us about neurodiversity support

Frequently Asked Questions

Neurodiversity refers to the natural variation in how human brains function and process information. It includes conditions such as ADHD, autism spectrum disorder, dyslexia, dyspraxia and dyscalculia. Neurodivergent people may process information, communication, sensory input or working environments differently, and with the right support and understanding, those differences can be a genuine asset in the workplace.

A neurodiversity assessment is a structured screening process that explores whether an employee shows traits associated with neurodivergent conditions. It is carried out by a qualified psychologist via video consultation and produces a written report with practical recommendations. It is a screening and assessment service rather than a formal diagnostic pathway for every condition, and isn’t a definitive diagnosis.

The neurodiversity assessment is a broader screening pathway that explores traits across a range of neurodivergent conditions including ADHD, autism, dyslexia, dyspraxia and dyscalculia. The ADHD assessment is a more specific, in-depth pathway focused on ADHD. Both include a written report, but the ADHD assessment provides greater clinical depth on that specific condition.

No. Neurodiversity coaching is available to employees whether or not they have a formal assessment or diagnosis. It can be accessed following an assessment to help put recommendations into practice, or independently for employees who want practical support with focus, organisation, communication or other day-to-day challenges.

Reasonable adjustments are changes an employer makes to remove or reduce disadvantages experienced by an employee whose condition meets the definition of a disability under the Equality Act 2010. For neurodivergent employees, adjustments might include changes to working patterns, communication styles, equipment or the working environment. My Group’s assessment reports include practical recommendations for adjustments tailored to the individual’s specific role and needs.

Under the Equality Act 2010, employers have a duty to make reasonable adjustments for employees whose neurodivergent condition meets the definition of a disability. My Group’s assessment services provide an independent, evidence-based report that gives HR teams and managers the information they need to make fair and proportionate decisions about adjustments, and to demonstrate that the employee’s needs have been properly considered.

Yes. My Group’s neurodiversity services are available on a pay-as-needed basis, which means they can be accessed for a specific employee when a need arises. There is no requirement to commit to a company-wide programme or a standing arrangement, making the services practical for organisations of any size.