DIVERSE PERSPECTIVES LTD

Building dignified workplaces through neurodivergent expertise

for businesses

Employment law is changing.

Is your business doing enough?

The Employment Rights Act 2025 is the biggest overhaul of UK employment law in a generation and it's rolling out now. New duties around training, harassment, and accommodation are already in motion.

Most businesses aren't ready.

I can help you understand where you stand and what to do about it.

Book your free assessment

What's really happening

Your managers are seeing symptoms. Not causes.

Around 15-20% of your workforce is likely neurodivergent. Most haven't disclosed it. And when someone does finally come forward with a request for adjustments, the response is often confusion.

Not because managers don't care. But because they've never been taught what their legal obligations are, what reasonable adjustments actually look like in practice, or how to have these conversations without making things worse.

Getting it wrong

costs you:

Employment tribunal claims (avg. £14,000+)
Capable people quietly resigning
Sickness absence and presenteeism
Damaged team morale
Expensive recruitment cycles

Getting it right

means:

Retained, loyal employees
Better performance across the team
A documented, defensible approach to your legal obligations
A reputation as an employer people trust
Fewer HR headaches

The Equality Act 2010 already requires employers to make reasonable adjustments for disabled employees, and ADHD, autism, dyslexia, and other neurodivergent conditions are recognised as disabilities under the Act.

Now the bar is rising further. The Employment Rights Act 2025, the biggest overhaul of employment law in a generation, is being rolled out in phases through 2026 and 2027. From October 2026, employers must be able to demonstrate they have taken all reasonable steps to prevent harassment across all nine protected characteristics, including disability. A one-off induction video won't cut it. Tribunals will want to see regular, tailored, documented training. And from January 2027, employees can bring unfair dismissal claims after just six months in a job, down from two years, with no cap on the compensation they can be awarded.

The question isn't whether change is coming.

It's whether your business is ready for it.

WHY WORK WITH ME

I'm not a lawyer. I'm something more useful.

Lawyers tell you what the law requires. What they can't tell you is how to actually implement it, how to make adjustments that work, how to train your managers so they respond with confidence, and how to create a workplace culture where neurodivergent employees don't feel they have to choose between disclosing and protecting themselves.

That's where I come in. I have a BA in Psychology, specialist neurodiversity coaching accreditation, and trauma-informed coaching training. I've spent years studying the Equality Act 2010 and how it applies to neurodivergent employees in practice.

But what I bring that no qualification can give you is lived experience. I've been the neurodivergent employee in workplaces that got this catastrophically wrong. I know exactly what the failure looks like from the inside, and what it would have taken to prevent it.

What makes this different from legal advice

lawyers

Tell you what you must do but can't help you do it well.

HR consultants

Focus on process and often miss the human side entirely.

Diverse Perspectives

Combines legal knowledge, coaching skills, and lived neurodivergent experience to give you practical expertise that actually works.

HOW I WORK WITH YOU

Three ways I can help your business.

We always start with a free assessment so you know exactly what you're dealing with before committing to anything.

Start here, always free

Workplace Readiness Assessment

Free

I review your current accommodation and training practices and identify where the gaps are, against both your existing Equality Act 2010 obligations and the incoming Employment Rights Act 2025 requirements. You leave knowing exactly what your risks are and what needs to change.

Review of current accommodation policies and practices
Assessment of manager training against the "all reasonable steps" standard
Clear picture of your risk areas and what's missing
Honest conversation about next steps, no obligation

Manager Training

Workshop

£500 in person / £350 virtual

A practical half-day workshop that gives your managers the confidence and practical knowledge to handle accommodation requests properly, and to support neurodivergent employees effectively day-to-day.

What reasonable adjustments actually look like in practice
How to receive and respond to accommodation requests
How to have productive conversations with neurodivergent employees
What to document, and why
Half-day format, up to 12 participants

ONGOING SUPPORT

Consulting Retainer

£750 / month

Monthly support for businesses that want expert guidance on hand. Whether you're dealing with a live accommodation request, a manager who needs coaching, or an employee who's struggling, I'm there.

Monthly accommodation request review
Manager coaching*
Employee support sessions*
Support when situations arise*
Quarterly policy and practice review

* Up to 5 hours in total per month

Let's find out where you stand.

Book a free readiness assessment and get a clear picture of your current risk and what it would take to fix it.

No obligation, no hard sell.