What is neuroinclusion in the workplace?
It means recognising and actively supporting employees who think, learn and process information differently, including people with ADHD, autism, dyslexia and dyspraxia, so they can do their best work rather than masking their differences. Peppy delivers this through direct access to specialist clinicians, from first questions through diagnosis and beyond
How many employees are neurodivergent?
An estimated 1 in 7 people in the UK are neurodivergent, around 15% of the workforce. In an organisation of 10,000 employees, that's approximately 1,500 people.
Is neurodivergence a disability?
Many neurodivergent conditions, including ADHD, autism, dyslexia and dyspraxia, can qualify as disabilities under the Equality Act 2010. Employers have a legal duty to make reasonable adjustments, and Peppy helps them meet that duty with confidence.
Does Peppy diagnose ADHD or autism?
Not directly. Peppy provides evidence-based screening and triage to help employees understand whether a full clinical assessment would be useful, then offers a dedicated referral route, including a clinical partnership with Psych UK, for those who want to pursue formal diagnosis.
What if an employee doesn't have a formal diagnosis?
Peppy's neuro-curious gateway gives employees a non-clinical starting point to explore their experiences and traits without needing a label or diagnosis first, alongside support for people already on a diagnostic pathway or fully diagnosed.
Why do employees wait so long for an ADHD or autism assessment?
NHS waiting times for an adult ADHD assessment can exceed two years, and in some areas have grown to ten to fifteen years. Peppy gives employees guidance on NHS pathways, the Right to Choose, and private assessment options, alongside a dedicated referral route, so they aren't left to navigate this alone.
How does neurodiversity affect retention and performance at work?
43% of neurodivergent employees say they're likely to leave their current role, a figure that falls significantly with tailored support in place. Employees with ADHD are three times more likely to quit impulsively and 60% more likely to be fired, not through lack of ability but lack of support.
Does Peppy only support ADHD and autism?
No. Peppy covers the wider neuro-spectrum, including dyslexia, dyspraxia and dyscalculia, alongside ADHD and autism, plus the mental health challenges, such as anxiety, burnout and masking exhaustion, that often accompany neurodivergent conditions.
Is support confidential from HR and line managers?
Yes. Employees access Peppy privately, without going through HR, while managers still get practical guidance on supporting a neurodivergent team member without needing to know the details of an individual's condition.
What is Peppy Neurodiversity?
Peppy Neurodiversity is an employer-funded digital health service that gives employees confidential access to neuro-informed clinicians through an app.
Who is Peppy Neurodiversity for?
Any employee who is diagnosed neurodivergent, waiting for assessment, or curious about traits linked to ADHD, autism, dyslexia, dyspraxia or dyscalculia. Peppy is also relevant for line managers seeking guidance on how to support neurodivergent team members.
What does Peppy Neurodiversity include?
Unlimited 40-minute one-to-one video consultations, ADHD and autism specialist triage, a dedicated diagnostic referral route via Psych UK, asynchronous specialist chat, and mental health support. All support is delivered through a confidential app, giving employees access to specialist-led care without needing a GP referral or going through HR.
Does Peppy Neurodiversity include mental health support?
Yes, covering anxiety, depression, burnout, stress and challenges often linked to neurodivergent conditions, such as masking exhaustion and social anxiety. Mental health support is built into the service rather than requiring a separate referral, which means employees get joined-up care from clinicians who understand the neurodivergent context.
How much does unmanaged neurodiversity cost UK employers?
The cost is significant but largely hidden. With 43% of neurodivergent employees likely to leave their role and NHS ADHD waiting lists stretching to years, employers face a combination of attrition, reduced productivity and potential legal exposure under the Equality Act 2010. Supporting neurodivergent employees through services like Peppy reduces these costs by providing early clinical intervention, diagnostic pathways and ongoing support that keeps people well and at work.
How is Peppy Neurodiversity different from an EAP?
Standard EAPs are not designed for neurodivergent conditions. Peppy provides neuro-informed clinicians, ADHD and Autism triage, and a structured diagnostic referral route. Where an EAP might offer generic counselling sessions, Peppy offers specialist clinical support tailored to the way neurodivergent people experience work, relationships and mental health.
How does Peppy Neurodiversity support neuro-inclusion strategies?
Peppy supports neuro-inclusion by giving employers a practical, clinician-led service that reaches neurodivergent employees wherever they are on their journey - from the first question to post-diagnosis support. The neuro-curious gateway removes the need for a formal label before accessing help, and asynchronous text-based chat gives employees who find video calls difficult a comfortable alternative. For employers, Peppy provides the clinical backbone of a neuro-inclusion strategy without requiring internal specialist resource.
What reporting do employers receive from Peppy Neurodiversity?
Employers receive anonymised, aggregated reporting covering registration rates, engagement levels, triage outcomes and service satisfaction. No individual health information is shared. This gives HR and benefits leaders insight into the scale of neurodivergent need across their workforce - data that is otherwise almost impossible to collect
What reasonable adjustments should employers make for neurodivergent employees?
Reasonable adjustments vary by individual but common examples include flexible working hours, quiet workspaces, written instructions instead of verbal briefings, adjusted deadlines during assessment periods, and noise-cancelling headphones. Under the Equality Act 2010, employers have a legal obligation to make reasonable adjustments for employees with conditions that qualify as disabilities, including ADHD, autism and dyslexia. Peppy supports employers by helping employees understand their needs and articulate what adjustments would help, making the process more practical for both sides.
How does Peppy Neurodiversity help employers manage Equality Act risk?
Failure to identify and support neurodivergent employees exposes employers to discrimination claims under the Equality Act 2010. Tribunal cases involving ADHD, autism and dyslexia in the workplace are rising, and the legal threshold for reasonable adjustments requires employers to proactively address known or reasonably expected conditions. Peppy helps employers manage this risk by providing a structured service that identifies need, supports employees through assessment, and helps them articulate the adjustments they require - creating an evidence trail of proactive support.
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