The business case · UK data · Sourced

UK neurodivergent tribunal cases are up 95% in five years. Your fastest-growing balance-sheet exposure is a cultural one.

A procurement-ready page for HR, Finance, Legal and Board. Every figure below is traceable to a named UK government, regulator, or peer-reviewed source — no invented percentages, no recycled HBR anecdotes dressed up as research.

95%

Rise in UK neurodivergent-related tribunal cases, 5-year view (265 → 517 cases)

Irwin Mitchell analysis of ET records, Feb 2026

£30,614

Average cost of replacing one UK employee earning £25k+

Oxford Economics / Unum — The Cost of Brain Drain

£14.5bn

Estimated annual UK cost of the autism employment gap alone

Buckland Review of Autism Employment, UK Gov 2024

92 – 99%

Retention rates at EY and JPMorgan neurodiversity programmes

EY NCoE; JPMorgan Autism at Work (Deloitte Insights 2023)

What's new · 2025 – 2026

The policy floor is shifting under you.

Three UK developments your Board, Legal and HR teams should know by name — published in the last 12 months.

March 2025 · UK Gov

Keep Britain Working Review (Mayfield)

Proposes a Healthy Working Standard, Vanguard phase through 2029, and a shift to proactive Workplace Needs Assessments. Names neurodivergent employee retention as a priority.

"Disabled people remain locked out of work at twice the rate of non-disabled people."

Read the primary source

January 2026 · UK Gov

Cross-Government Neurodiversity Action Plan — Final Update

19 of 20 cross-government actions now complete. Justice-focused, but signals standardisation of screening tools and data models — a clear forward indicator for employment-side expectations.

"Neurodiversity Support Managers established to improve identification and ensure access to education, skills and work opportunities."

Read the primary source

March 2026

2026 Neurodiversity Index (City & Guilds × Do-IT)

Documents a 30 – 35 point gap between employer confidence (70 – 80%) and neurodivergent employee experience (32 – 38% report psychological safety or trust in adjustments). Neurodivergent staff wait 3+ months for adjustments at twice the rate of other disabled employees.

"Awareness is no longer the issue. What matters now is how work is designed, managed, and experienced day-to-day. — Professor Amanda Kirby, Do-IT Solutions"

Read the primary source

The retention math

One leaver costs £30,000. Your neurodivergent cohort leaves faster.

The UK replacement-cost model, published by Oxford Economics, combined with neurodivergent-specific tenure data from Neurodiversity in Business × Birkbeck (n=1,436).

Average salary (UK knowledge worker)

Model input — adjust to buyer profile

£35,000

Replacement cost per leaver earning ≥£25k

Oxford Economics / Unum

£30,614

Of which: lost productivity over 28-week ramp

Oxford Economics / Unum

£25,182

Of which: recruitment + onboarding direct spend

Oxford Economics / Unum

£5,432

Neurodivergent workers in current role ≤ 2 years

NiB × Birkbeck 2024 (n=1,436)

54%

UK median turnover rate (all employees)

CIPD

15%

Worked example

A 1,000-person UK firm with 15% neurodivergent staff and median turnover loses roughly 22 neurodivergent employees a year.

≈ £675,000

in avoidable replacement cost per year — before legal exposure, team morale, or IP loss. Closing half of that gap funds a Centre-of-Excellence engagement many times over.

The compliance risk

Tribunal exposure is rising fast — and clarified for ADHD / autism.

Recent UK case law and tribunal statistics. Disability discrimination is now ~16% of workplace disputes, nearly double two years ago.

Vento band upper award (2024+)

£35,200 – £58,700

Injury-to-feelings awards alone, uncapped loss-of-earnings on top. A single upper-band reasonable-adjustments case routinely lands at £60k – £150k once legal costs are added.

NHS Trust case, 2024

£27,000

Davies v Gloucestershire Health & Care NHS Trust — award for failure to make reasonable adjustments. No single large incident, cumulative pattern of gaps.

2025 EAT ruling

Clarified

The UK Employment Appeal Tribunal confirmed workers with ADHD and autism fall clearly within Equality Act 2010 protection — lowering the evidentiary bar for claimants.

Share of all UK workplace tribunals

~16%

Disability discrimination is now involved in roughly 16% of workplace disputes — nearly double two years ago (Yerty / MoJ, 2025).

The upside

Where neurodiversity programmes have created real commercial value.

Named programmes, named outcomes, sourced. These are the peer benchmarks procurement will ask about.

EY — Neuro-Diverse Centers of Excellence

~$1bn in value creation across 25 centres; 92% retention; output quality matched neurotypical peers at 9 months while 'excelling at innovation'.

JPMorgan Chase — Autism at Work

90 – 140% more productive than peers at 5 – 10 years' tenure, in specific technology roles. 99% retention. 200+ employees across 8 countries, 40+ roles.

SAP — Autism at Work

~90% retention; 215+ employees across 16 countries. One neurodivergent team member contributed a technical fix valued at ~$40m in savings (HBR 2017).

Buckland Review (UK Gov, 2024)

Cites autistic-staff productivity gains of 45 – 145% in specific job areas, drawing on the same body of programme data.

Government body · 400-delegate keynote

"98% of 61 delegates scored Richard Ferriman's presentation skills as 'Very good' — the highest available rating. Out of 400 delegates, the feedback was overwhelming."

Sarah Taylor

Training and Delivery Officer, Acas · March 2025

The reports your team will want to cite.

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