Navigating the workplace, pregnancy, parenthood and neurodiversity
Neurodivergent parents - those who are autistic, have ADHD or other neurodivergent traits - experience not only the typical demands of pregnancy and new parenthood, but often additional differences. Balancing these needs with work responsibilities can be daunting, making appropriate workplace support essential during the perinatal journey (pregnancy and up to two years post-birth).
In this blog, we’ll explore these challenges and the adjustments that may be needed at work to support neurodivergent parents.
Why might the perinatal period be extra difficult for neurodivergent parents?
The physical, hormonal, and emotional changes during pregnancy and early parenthood can be overwhelming for any parent, but for neurodivergent individuals, these experiences may be even more intense:
Sensory sensitivities: Pregnancy and early parenthood often involve sensory experiences—such as physical changes and discomfort, heightened smell, and changes in the environment—that can feel overwhelming for neurodivergent people. For those with sensitivities to touch, sound, or smell, caring for a newborn (with crying, frequent changes, and physical contact) can be particularly challenging.
Emotional regulation: Many neurodivergent individuals are more vulnerable to anxiety and mood fluctuations, which we know can be exacerbated by hormonal changes. The loss of usual coping mechanisms, such as time alone or engaging with personal interests, can make emotional regulation even harder. Uncertainty and lack of control often experienced in the perinatal period can also exacerbate emotional difficulties.
Executive function: Managing the complex tasks of pregnancy and parenthood such as doctor’s appointments, baby schedules, new household jobs, childcare, and finding time for self-care, requires significant executive functioning capacity, which is something neurodivergent people may find more challenging.
Sleep: Lack of sleep is common in early parenthood, but for neurodivergent parents the impact is often greater. They may need more sleep than other parents but may struggle with falling asleep or staying asleep, even aside from their baby’s night-time needs. Sleep deprivation can make other differences, such as emotional regulation and executive function, even harder to manage.
Social and communication demands: Neurodivergent people may have differences in their social relationships that can be disrupted in the perinatal period. Isolation in early parenthood can make it even harder to maintain social connections, which can add to feelings of loneliness and stress.
How do these differences affect a return to the workplace?
Returning to work after childbirth can be particularly difficult for neurodivergent parents as they adjust to their new parenting roles:
Routine and structure changes: Neurodivergent people may thrive in predictable, structured environments and enjoy the return to work for this reason. However, pregnancy and early parenthood, with their constant unpredictability, can disrupt routines, making it harder to find a productive work rhythm. Others may find adhering to rigid work routines can lead to additional stress and exhaustion.
Overwhelm and sensory fatigue: The heightened sensory sensitivities that neurodivergent parents experience at home may carry over into the workplace. The noise, bright lights, or crowded spaces of a typical office environment can be mentally and physically draining, especially when compounded by the demands of new parenthood.
Multitasking and organisation: The demands of both work and parenthood require juggling multiple tasks. The pressure of managing deadlines and staying organised while dealing with the unpredictability of parenting routines can be a significant source of stress, overwhelm and exhaustion.
Social and communication challenges: Neurodivergent individuals may find social interactions even more taxing during the perinatal period. The pressure to attend meetings, respond to emails, or engage in casual office conversations can feel particularly overwhelming, potentially leading to burnout.
Without tailored support, these challenges can lead to feelings of inadequacy, reduced confidence and anxiety, potentially creating a cycle of stress and reduced productivity.
So how can the workplace respond?
Workplaces can implement a variety of neuroinclusive strategies to support neurodivergent parents during the perinatal period:
Pre-leave planning: Employers should work with neurodivergent parents before their leave to set clear expectations, plan handovers, and ensure accommodations are in place. Discussing boundaries around communication during parental leave can help reduce stress.
Flexible work arrangements: Flexibility in working hours, remote work options (if appropriate), a phased return to work, or part-time arrangements can help neurodivergent parents balance work with caregiving. Flexibility allows them to work at their most productive times, manage sleep issues, and reduce the sensory overload of a busy workplace.
Clear communication and structured expectations: Clear, structured communication is essential. Employers should ensure that neurodivergent employees understand what is expected of them through regular check-ins, written summaries, and task lists, using multiple communication modalities (e.g. written, verbal, visual). Defining priorities and goals also helps reduce the mental load.
Access to sensory-friendly spaces: Employers should create sensory-friendly spaces, such as quiet rooms, where employees can take a break when feeling overwhelmed. If you operate from an office, avoiding hot-desking can be helpful. Providing noise-cancelling headphones or low-light lamps can also help neurodivergent employees manage sensory sensitivities.
Wellbeing and neurodiversity resources: Offering access to wellbeing resources—especially those tailored for neurodivergent employees—can make a significant difference. Peer support groups, mental health resources, and specialist leads can provide a sense of community and reduce feelings of isolation.
Ongoing manager training: Managers should be trained to understand neurodivergence and the specific challenges that arise during the perinatal period. Training can equip them with the tools to recognise stress signals, foster open communication, and make necessary accommodations.
Neuroinclusive policies: Organisations should audit their policies to ensure they are neuroinclusive, from the hiring process through to the perinatal period and beyond. This ensures that neurodivergent employees' needs are met consistently, regardless of individual managers’ knowledge.
Fostering a culture of openness: Creating a psychologically safe workplace culture that genuinely values diversity is crucial. When employees feel accepted and understood, they are more likely to seek help, share challenges, and engage fully with their work.
Ultimately, engaging in an open conversation with each neurodivergent parent employee about what tailored support they need during their perinatal journey will result in the best outcomes for both the employee and the organisation.
Supporting neurodivergent parents is a ‘win-win’!
For neurodivergent parents, the perinatal period brings a mix of joy, responsibility, and specific challenges. Creating a workplace culture that supports neurodivergent parents can improve job satisfaction, retention rates, and overall productivity. Neurodivergent employees bring unique perspectives and strengths to their work, and employers who champion inclusivity benefit from increased loyalty, creativity, and a positive reputation as a supportive workplace. Supporting neurodivergent parents in this sensitive period of life is not only beneficial for employees, but also for the overall success of the organisation.
