Three Reasons Why Neurodivergent Employees Leave — and How You Can Keep Them

Employees are an organization’s greatest asset — and often one of its highest costs. That’s why improving retention, especially among underrepresented and often misunderstood groups like neurodivergent individuals, isn’t just good ethics — it’s smart business.

So, why do neurodivergent employees leave their jobs? And more importantly, what can employers do to reduce turnover and build a more inclusive workplace?

1. Lack of Support

In a 2024 survey conducted by the Chartered Institute of Personnel and Development (CIPD), 45% of neurodivergent employees said they didn’t feel comfortable asking for support or adjustments at work. That discomfort might often stems from:

• An unwelcoming or rigid company culture

• Fear of stigma or career penalties

• Managers who are untrained, unaware, or unwilling to accommodate neurodivergent needs

To retain and support neurodivergent talent, organizations (and by extension, their managers) must actively show acceptance and appreciation for neurodivergent strengths and needs. This starts with training, clear policies, and modeling inclusive leadership at every level.

2. Burnout from Masking

Masking refers to the extra effort neurodivergent individuals often exert to hide or suppress their natural behaviors — such as avoiding eye contact, using specific language, or mirroring neurotypical communication. It’s like running a constant social filter on overdrive, and over time, it can lead to exhaustion, burnout, anxiety, or depression.

To reduce the need for masking, employers can:

• Embrace communication preferences: Allow employees to communicate in ways that work for them — whether that’s via email, in writing, without small talk, or with camera off in meetings.

• Foster psychological safety: Encourage open conversations around work styles and preferences, and respond with curiosity — not judgment.

• Offer organization-wide education: The more teams understand neurodiversity, the better they can collaborate. Provide ongoing training and spaces for dialogue, but avoid placing the burden of education on neurodivergent individuals unless they volunteer to lead that work.

3. Sensory Challenges

Neurodivergent individuals are more likely to experience sensory overwhelm at work. Common triggers include fluorescent lighting, constant noise, background conversations, and even smells from the break room. Without accommodations, these environments can become mentally and physically draining.

Simple, proactive adjustments can make a big difference:

• Offer noise-canceling headphones or quiet work zones

• Allow flexible workspaces (including dimmer lighting or remote options)

• Permit customized uniforms or dress codes that consider sensory sensitivities

• Create "low-stimulation" meeting rooms or allow breaks for sensory regulation

And don’t forget: remote and hybrid work options often reduce sensory stress and offer more control over one’s environment, making them especially beneficial for many neurodivergent professionals.

In Summary: Why Neurodivergent Employees Leave

Neurodivergent employees leave when they don’t feel safe, supported, or seen. But with thoughtful changes — like better manager training, communication flexibility, and sensory accommodations — organizations can retain this valuable talent and build more creative, resilient, and equitable teams.

The information contained herein is for educational purposes only. It does not constitute legal advice.

At Beyond Neurodiversity, we help HR leaders and organizations create inclusive systems that attract, hire, and retain neurodivergent talent. If you're ready to reduce turnover, increase psychological safety, and build a workplace that works for everyone, contact us today!