By Jodie Hill
Recent comments from the Health Secretary about an alleged “overdiagnosis” of autism, ADHD and mental-health conditions have reignited a damaging national debate. The focus, yet again, has shifted onto whether people are being diagnosed “too often” rather than whether they are being supported adequately. We know full well that mental health is as an all time low in the UK so this feels to me like a shift in blame.
At Thrive Law, we see every day what happens when individuals are left waiting years for assessments, misunderstood at work, or dismissed as “overreacting” when they ask for help. The issue isn’t too many diagnoses – it’s too little support.
The real crisis: unmet need, not overdiagnosis
Across the UK:
• Waiting lists stretch into years
• Postcode Lottery 1) depending where you live depends on what access to support you have with some closing their doors completely to new patients leaving people without nay support at all) 2) Diagnostic thresholds shift depending on postcode
• Support is rarely available without a formal label (many employers refused to support without this)
• Many adults and young people feel invalidated, unheard or “not disabled enough” to qualify for help
• DWP’s Access to work scheme can take up to 9 months for support and the process is not an easy one to navigate alone for us neurodivergent folk
When people are struggling in school, at work or at home, they rarely care what their label is. What they need is understanding, adjustments, and a system that sees them as a whole person.
So why bother with a diagnosis, well as someone who was diagnosed later in life after a series of dark episodes with my mental health, a diagnosis was a life line. A diagnosis gave me understanding of my self and why I was so different, helping me to put the right support in place and as a result, contribute to society more, being able to stay in work not be off sick. Having a diagnosis actually helped me to manage my mental health better!
A diagnosis – when someone finally gets one – does not magically create a need. It simply names what has always been there. It creates an understanding and a base line to work from.
We really need to stop shaming people who have struggled most of their life with heavily masked neurodivergence.
A needs-first, people-first approach
Instead of centering the government’s some what inflammatory question of “too many diagnoses,” we should be asking:
What does this person need to thrive?
A people-first and needs based system recognises:
• Support should not depend solely on a diagnostic label
• Individual experiences matter more than categories
• Context, environment and barriers play a huge role
• Early, compassionate intervention changes lives
This approach reduces crisis, not by gatekeeping diagnosis, but by proactively identifying and responding to human needs.
What employers can do right now
Workplaces have immense power to reduce harm – regardless of NHS delays or political rhetoric.
Here’s how employers can adopt a people-first, needs-first culture:
1. Remove the requirement for formal diagnosis
Under the Equality Act, employees do not need a medical diagnosis to request adjustments. Employers can:
• Accept self-identified needs
• Ask what barriers the employee faces
• Explore solutions collaboratively
2. Normalise conversations about neurodivergence
Create psychologically safe spaces by:
• Training leaders in inclusive communication and effective management of reasonable adjustments
• Running awareness sessions with all staff at all levels
• Encouraging managers to ask “What do you need?” rather than “What’s your condition?”
Download our free managers toolkit HERE
3. Implement proactive working adjustments
Common, low-cost adjustments include:
• Flexible hours
• Clear written instructions
• Noise-reducing options
• Task prioritisation support
• Tech tools for organisation or processing information
These help everyone – not just those who are neurodivergent.
Check out our FREE reasonable adjustments guide HERE
4. Audit culture, not individuals
Often, the barrier isn’t the employee: it’s the environment, workload, expectations or lack of clarity.
Make time to regularly audit your end to end people processes, your SOPs and check they align with your values and are inclusive and accessibility.
5. Lead with compassion
Validate experiences.
Trust what people say about their needs.
Avoid judgement or assumptions.
The bottom line
The “overdiagnosis” narrative distracts from the real problem: a system failing to meet the needs of the people it serves.
Employers can either perpetuate this harm — or be part of the solution.
At Thrive Law, we choose the latter.
If you want a c hat with one of our time about how we can help you be more neuroinclusive drop us an email at enquiries@thrivelaw.co.uk
