We talk a lot about neurodivergence in the workplace these days, and rightly so. But there’s one profile that often gets missed, misunderstood, or mistaken for something it isn’t. Pathological Demand Avoidance, or PDA, is still one of the least recognised profiles of autism, yet for those who live with it, it can make the everyday demands of a job feel overwhelming. If you’re an employer, HR professional, or someone trying to make sense of your own experiences at work, this article is for you.
So, What Actually Is PDA?
PDA is a profile found in some autistic people. It is characterised by a persistent, marked resistance to ‘the demands of everyday life’, and that includes things the person wants to do or enjoys doing. PDA significantly impacts an individual’s ability to function. This can present through a person going to great lengths to evade any perceived demands, often leading their actions being misunderstood as defiance.
It’s also worth noting that currently, PDA isn’t a formal clinical diagnosis. However, during an autism assessment, clinicians can identify a PDA profile, and some people self-identify with the characteristic. Although widely acknowledged and reported to be experienced by autistic people, unfortunately, currently there is very little research into PDA. The National Autistic Society recognises demand avoidance as a legitimate and impactful characteristic that must be identified and supported, whatever terminology is used.
What Could PDA Look Like at Work?
It’s important for employers and HR teams to be aware that some actions or behaviours from employees may be related to neurodiversity. PDA doesn’t always look like obvious non-compliance or distress. It can be subtle, and it’s frequently misread.
An employee with PDA might:
- Struggle to complete tasks even when they’re genuinely motivated to do them. The moment something becomes a “must do” or lands on a formal to-do list, anxiety can spike and avoidance can kick in.
- Find deadlines and structured schedules disproportionately stressful. A 9am meeting every Monday might feel manageable one week and impossible the next.
- Respond poorly to direct instructions or top-down management styles. People with PDA often need to feel like an equal participant in decisions.
- Show up as inconsistent in their performance. On a day when demands feel lower and autonomy feels higher, they might do brilliant work. On a day when they’re overwhelmed, they might withdraw, seem distracted, or miss something important.
- Experience burnout more acutely. Masking (the act of suppressing neurodivergent traits to fit into neurotypical environments) is exhausting for any autistic person, but the additional anxiety load of PDA can make burnout arrive faster and hit harder.
Without awareness, these patterns can be misinterpreted as attitude problems, a lack of commitment, or performance issues. In reality, the employee may be working incredibly hard just to remain functional.
How to Support Someone with PDA at Work
Awareness is the first step, but it’s not enough on its own. Here’s how employers and managers can make a genuine difference.
- Have honest, non-judgmental conversations.
If an employee has disclosed an autism diagnosis and/or PDA profile, ask them what works for them. Don’t assume. A collaborative conversation, one where they genuinely have a say, is already a form of support.
- Flatten the hierarchy where you can.
Research consistently shows that people with PDA respond far better to collaborative working relationships than to traditional command-and-control management styles. Framing tasks as shared problems to solve together, rather than directives, can make a significant difference.
- Reframe how you communicate demands.
Language matters. Swapping “you need to have this done by Friday” for “I was thinking Friday, does that work for you?” might feel like a small shift, but it can meaningfully reduce anxiety for someone with PDA.
- Build in flexibility and autonomy.
Rigid structures and micro-management can be particularly challenging. Where possible, allow employees to have some control over when, where, and how they work.
- Don’t disregard distress.
If an employee appears to shut down, withdraw, or become emotional, respond with curiosity rather than discipline. Ask what is causing them stress and what help they need. Give them space. Escalating the pressure is likely to make things significantly worse.
- Invest in training for your management team.
Understanding neurodivergence, including PDA profiles, at a management level changes the culture. It means issues can be identified early rather than left to escalate, and people feel safe enough to ask for what they need. For further information on the legal background on neurodiversity and best practice, check out our blog Neurodiversity in the workplace: legal rights & best practices – thrive law
For Employees: You Don’t Have to Manage This Alone
If you are autistic and any of this resonates with your own experience at work, please know that you deserve to be treated with dignity and fairness and you have the right to work in an environment that takes your needs seriously. If your condition meets the definition of disability under the Equality Act 2010, your employer also has a duty to make reasonable adjustments to assist you with any disadvantages you face as a result of your neurodiversity.
Understanding your own profile is a powerful starting point. The PDA Society’s guides offer practical insight for navigating daily life with PDA, including the world of work.
Inclusion isn’t a box-ticking exercise. When it’s done well, it’s a business advantage.
Ready to Make Your Workplace More Inclusive?
Whether you’re an employer looking to update your policies, an HR professional navigating a complex situation, or an employee who needs support understanding your rights, Thrive Law is here to help you.
Check out Jodie Hill’s YouTube channel for some more information and key principles all around neurodivergence – click here, come and join the conversation!
Or join us for one of our webinars, roundtables and events at thrive! We’d love to see you there!
If you want to have a conversation with your employer regarding neurodiversity, check out our recent blog here! regarding your rights and your employer’s responsibilities, or simply get in touch to understand the legal framework which protects individuals with neurodivergence in the workplace.
We specialise in employment law with a people-first approach, because we believe fairness and inclusion aren’t optional extras.
Email us: enquiries@thrivelaw.co.uk
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You can also explore our resources on neurodivergence and mental health at work on the Thrive Law website.
Sources
- PDA Society – What is PDA? (www.pdasociety.org.uk/what-is-pda/)
- National Autistic Society – Demand Avoidance (www.autism.org.uk/advice-and-guidance/behaviour/demand-avoidance)
- PDA Society – Adulthood Guides (www.pdasociety.org.uk/what-helps-guides/adulthood/)
