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ARTICLE · 08 OCTOBER 2026

Neurodivergence And Reasonable Accommodation: What Employers Need To Know

RDJ LLP
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Employers face growing challenges in supporting neurodivergent employees, with up to 20% of the global population potentially affected by conditions like ASD, ADHD, and dyslexia. Irish law mandates reasonable accommodations under the Employment Equality Acts, but what constitutes appropriate measures and when does the burden become disproportionate? Recent case law reveals the narrow interpretation of employer defenses and the significant financial consequences of failing to properly assess and implement wo

IrelandEmployment and HR
Isabelle Mannix
Isabelle Mannix
Leah Moriarty
Leah Moriarty
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It is estimated that as many as 15-20% of the global population could have some form of neurodivergence.1 Neurodivergence is an umbrella term that typically includes autistic spectrum disorder (ASD), attention-deficit hyperactivity disorder (ADHD) and specific learning disorders (SLD), sometimes referred to as ‘dyslexia’.

Employers wondering how they can support neurodivergent employees and encountering requests for reasonable accommodation for the first time may face new and unfamiliar challenges. Unfortunately, it is not always obvious what this means in practice and what an employer’s obligations are. In this article, we look at how and why it is crucial for employers to ensure reasonable accommodations are considered and put in place for those employees who need them.

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The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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