Flexible working has become a buzzword in recent years. Many organisations proudly say they offer it — but too often, what’s labelled as “flexibility” is really just a new kind of rigidity. For example, allowing one day a week to work from home, or shifting the start time by thirty minutes.
These changes may help some people, but for others — especially neurodivergent adults — they don’t touch the heart of the problem. One-size-fits-all flexibility is still rigid.
As a psychotherapist specialising in ADHD and neurodivergence, I see first-hand how genuine flexibility can transform people’s working lives. The difference between token flexibility and true flexibility can be the difference between burnout and thriving.
What “Flexible Working” Usually Means
Most employers mean well when they talk about flexibility. But in practice, it often looks like:
One set day to work from home
Fixed “core hours” (e.g. everyone must be online 10–4)
A hybrid model where you still need to commute 3–4 days a week
For some people, this works perfectly. But for others, particularly those with neurodivergent needs, these arrangements may not reduce stress at all.
Why Flexibility Matters for Neurodivergent Brains
True flexible working recognises that people don’t all work best in the same way.
ADHD: Energy isn’t a steady stream — it comes in bursts, followed by dips. Flexibility allows someone to use their productive windows effectively, instead of forcing themselves into exhaustion.
Autism: Office environments can be full of sensory triggers — harsh lighting, constant chatter, background noise. Having the option to work from a quieter space isn’t a luxury, it’s a necessity.
Executive Function: Neurodivergent employees may organise tasks differently, need extra recovery time between meetings, or prefer written communication over calls. Flexibility gives room for these adjustments.
Without this, people often end up in survival mode — their nervous system running on high alert just to cope. That leads to irritability, withdrawal, and eventually burnout.
What Real Flexible Working Looks Like
Authentic flexibility isn’t about one fixed policy. It’s about creating a culture of trust, choice, and adaptation. In practice, that can look like:
Choice of environment: Home, office, co-working space, or a mix — depending on the task and sensory needs.
Choice of hours: Allowing people to start later, finish earlier, or break the day into blocks that match their energy rhythms.
Choice of communication style: Email, chat, voice notes, or video — recognising different processing preferences.
Built on trust: Moving away from micromanagement or surveillance software. If the work is done, the “how” should be flexible.
When organisations offer flexibility in how, when, and where people work, they unlock far more than productivity — they unlock loyalty and wellbeing.
The Benefits for Everyone
It’s important to stress that neurodivergent-friendly flexibility doesn’t only help neurodivergent people. It benefits everyone.
Parents and carers can manage responsibilities more sustainably.
Employees with health conditions can balance energy and recovery.
Staff who simply work better in different environments can thrive.
Companies that adopt real flexible working see lower turnover, higher engagement, and a healthier culture overall. It’s not just the right thing to do — it makes business sense.
Conclusion
Flexibility that’s rigid in design isn’t really flexibility at all. To make work sustainable, organisations need to listen, adapt, and trust.
For neurodivergent employees, true flexibility means the difference between coping in survival mode and thriving in their role. For everyone else, it creates workplaces that are more human, supportive, and ultimately more effective.
Real inclusion doesn’t come from one-size-fits-all policies. It comes from asking people what they need — and then building trust by responding.
If you’d like to explore how true flexible working can support neurodivergent employees and reduce burnout in your organisation, I provide training, consultation, and CPD-accredited courses designed to create genuinely inclusive workplaces. You can reach me at info@robertrackley.ie or visit robertrackley.ie to learn more.