Are your wellbeing metrics overlooking neurodivergent employees?
Employee wellbeing has become a strategic priority for many organisations, yet sickness absence often remains the primary measure of workforce health.
While absence data is valuable, it only tells part of the story. Many employees continue working while managing stress, burnout, poor mental health or unrecognised neurodevelopmental needs. They meet deadlines, attend meetings and appear to be coping, but behind the scenes may be using significant effort simply to keep up.
For employers, the challenge is recognising when people need support before they reach crisis point.
Hidden challenge of presenteeism
Presenteeism can affect productivity, engagement, wellbeing and retention long before it appears in absence data.
Organisations may experience:
- Reduced productivity
- Lower engagement
- Increased errors
- Greater risk of burnout and sickness absence
- Higher staff turnover
The AXA Mind Health Report 2026 found that 55% of UK employees are experiencing moderate to severe stress, highlighting the need for employers to identify and support challenges earlier.
Why neurodiversity is often overlooked
For some employees, presenteeism may be linked to underlying neurodevelopmental differences that have not yet been recognised or supported.
Adults with ADHD or autism often develop strategies that help them meet workplace expectations, but these can require considerable mental effort. Someone may appear highly productive while spending extra hours completing tasks, managing sensory overwhelm or compensating for challenges with organisation, prioritisation or communication.
Attendance and performance alone don't always provide a complete picture of workforce wellbeing. Creating opportunities for earlier conversations and access to support helps organisations respond before challenges become more complex.
What effective support looks like
Reducing presenteeism isn't about identifying every employee who is struggling. It's about creating workplaces where people feel able to ask for support before challenges escalate.
This can include:
- Regular wellbeing conversations
- Manager training
- Psychologically safe workplaces
- Access to mental health support
- Workplace adjustments
- ADHD and autism assessment pathways where appropriate
Like any wellbeing strategy, support works best when it's tailored to the individual rather than a one-size-fits-all approach.
Why earlier intervention benefits everyone
Earlier support gives employees access to the understanding, adjustments and interventions that may prevent challenges from escalating.
There is also a clear business case. Deloitte found employers receive an average return of £4.70 for every £1 invested in workplace mental health through improvements in productivity, retention and wellbeing.
Looking beyond attendance data allows organisations to recognise hidden challenges sooner, support employees more effectively and build healthier, more sustainable workplaces.
Supplied by REBA Associate Member, Melios part of Healios
Melios provides clinically robust, needs-led neurodiversity and mental health care for individuals and employers.
