Reducing Burnout for Neurodivergent Employees

Understanding Burnout and Neurodiversity

For neurodivergent employees, workplace challenges are not always visible. Background noise, bright lighting, frequent interruptions, unclear expectations, social demands and constant task-switching can make it harder to focus, stay organized and get through the workday without feeling drained.

Many employees also spend significant energy masking and managing challenges with planning, focus, organization and transitions. Over time, this effort can contribute to fatigue and burnout.

Burnout is defined as a syndrome resulting from chronic workplace stress that has not been successfully managed.¹ A 2024 Grant Thornton survey found that 51% of American workers experienced burnout in the past year.² For neurodivergent employees, who may face additional workplace demands, the risk can be even higher.

Common Causes of Burnout

Burnout for neurodivergent employees is often driven by a mix of external and internal factors.

Workplace environment and expectations can play a major role. When accommodations aren’t in place, tasks may take more time and energy, and employees may feel pressure to work faster or differently than what’s most effective for them. Societal expectations, such as interpreting body language or unwritten norms, can also be exhausting.

Sensory factors like lighting, noise, smells, temperature and textures can create ongoing distractions or overwhelm. Rigid schedules, one-size-fits-all communication styles and limited opportunities to move or take breaks can also add to this strain.

Internal factors can also contribute. These may include masking, executive functioning challenges, difficulty advocating for support and sleep disruptions. Masking, or code-switching, when employees feel the need to appear neurotypical, can require significant effort and increase fatigue over time. Employers can reduce the pressure to mask by creating a culture that welcomes diverse ways of thinking and encourages employees to request accommodations when needed.

Executive functioning challenges can affect concentration, multitasking, organization and transitions between tasks. Without support, employees may feel overwhelmed or fall behind in their work.

Sleep disturbance can further impact focus, emotional regulation and attendance especially when combined with rigid work schedules.

How Employers Can Help

Employers can help reduce burnout by creating more flexible, inclusive environments that support different ways of working.

Universal design strategies can benefit many employees while addressing common challenges for neurodivergent workers. Examples include:

• Creating fragrance-free or low-sensory work areas to reduce distractions
• Offering flexible schedules to support different energy levels and routines
• Providing alternatives to being on camera during virtual meetings
• Allowing movement options, such as fidgets or space to stand or walk during meetings

These types of accommodations can improve comfort, focus and productivity across the workforce, not just for neurodivergent employees.

Why It Matters

By recognizing the varied causes of burnout and making thoughtful adjustments, employers can better support employee well-being, engagement and performance.

Creating workplaces that are flexible and inclusive not only helps reduce burnout but also strengthens culture and supports long-term success.

Contact your account manager if you have questions about how The Standard can support your organization’s accommodations program or find a representative near you for more information about our workplace benefits solutions.