Sensory overload is a significant and often invisible workplace challenge that can increase mental strain for neurodivergent employees. It can create barriers to productivity, lead to high stress and anxiety levels, and increase the risk of burnout. By fostering a workplace environment that minimises sensory stressors and accommodates neurodivergent needs, organisations can help reduce the workplace burden on ND employees, ultimately benefiting both employee wellbeing and overall productivity.
Independent research by both ‘City and Guilds’ and ‘Neurodiversity in Business’ have shown that most companies have begun to understand that cognitive diversity is essential for their survival, embracing the neurodivergent employees and job seekers can be a solution to the talent gaps they face.
The real problem is that many companies do not know how to attract, hire, and retain such individuals.
Some organisations target specific neurodiversity traits, such as the GCHQ programme, identifying those that can see complex patterns to solve intricate problems. Those companies have moved beyond the legal minimums around reasonable adjustments, which cost very little to implement, and a lot to rectify if you end up in court. Rather, choosing to focus on the employee wellbeing and their mental health, amplifying their productivity and benefits to the organisation.
So, what are the problems many companies have not yet understood?
Sensory overload can significantly increase the workplace burden for neurodivergent (ND) employees, affecting both their productivity and mental wellbeing. For neurodivergent individuals—those with conditions like autism, ADHD, sensory processing disorder, or certain mental health conditions—the everyday sensory environment in most workplaces can be overwhelming. Constant exposure to lights, sounds, smells, and crowded spaces that are tolerable or even unnoticeable to neurotypical colleagues may create lasting stress for ND staff, leading to heightened mental strain, reduced focus, and, over time, deteriorating mental health.
Sensory Sensitivities in Neurodivergent Populations (Bogdashina, 2016), (Antshel et al., 2011), (Davies et al., 2021)
Neurodivergent individuals are often highly sensitive to sensory input, with autistic people especially affected by bright lights or loud sounds, which strain focus and cause exhaustion over time. For those with ADHD, noisy or cluttered environments increase cognitive load, making it harder to complete tasks, and interruptions often require them to restart as regaining focus is challenging.
Increased Stress and Mental Health Strain (Green and Ben-Sasson, 2010), (Hull et al., 2017).
Sensory overload heightens stress and anxiety for neurodivergent employees, especially in environments they can’t control. This often leads to 'masking' discomfort, which drains mental energy and can result in burnout. Autistic employees, in particular, may feel pressured to hide their sensory challenges to fit in, compounding their stress over time.
Impact on Workplace Productivity and Cognitive Load (Tickle-Degnen et al., 2004),
Sensory overload not only increases stress but also impairs cognitive performance in neurodivergent individuals, leading to fatigue, reduced focus, and lower productivity. Sensory processing challenges decrease task performance and job satisfaction, making sensory sensitivity a unique productivity barrier, especially in open offices where distractions hinder attention and accuracy.
Lowered Wellbeing and Increased Risk of Burnout (National Autistic Society, 2020), (Raymaker et al., 2020).
Sensory overload can harm the long-term wellbeing of neurodivergent employees, increasing their risk of burnout, which is linked to declines in mental and physical health, including higher rates of depression, anxiety, and chronic fatigue. Chronic exposure to uncomfortable sensory environments can lead to frustration, helplessness, and a loss of control, often pushing ND employees to seek accommodations or consider leaving their roles, if these needs remain unmet.
Effective Interventions and Accommodations (Schwartz et al., 2017).
Research shows that sensory-friendly accommodations can help reduce sensory overload’s impact. Options like quiet rooms, noise-cancelling headphones, flexible lighting, and remote work boost both productivity and wellbeing. Some companies also offer “quiet hours” to limit noise and movement in shared spaces. Training managers and colleagues on sensory issues fosters empathy and inclusivity, helping ND employees feel comfortable requesting accommodations.
Next steps for organisations
With research showing career satisfaction for neurodivergent workers is lower, as much as 50% as shown in recent findings within UK companies. It's important to get it right as an organisation, options include:
Prioritise holistic neuroinclusion, leaders should form, or consult with, their neurodivergent employee support group
Make Neuroinclusion a strategic HR focus, what are the right goals, how are you ensuring the neurodivergent population you already have are not overlooked?
Utilise evidence-informed wellbeing initiatives, this is what can generate the business benefits you are looking for. Cognitive diversity goes beyond gender and ethnicity (equally important) and will unlock those breakthrough solutions.
Addressing sensory overload in the workplace benefits both individuals and businesses. For employees, creating an environment that considers sensory sensitivities leads to improved mental wellbeing, reduced stress, and increased productivity preventing By implementing practical adjustments such as quiet spaces, noise-cancelling equipment, and flexible lighting, organisations can foster a more inclusive environment where neurodivergent employees can thrive.
For businesses, prioritising neuroinclusion enhances employee satisfaction, reduces turnover, and boosts performance. Embracing neurodiversity helps organisations tap into diverse perspectives, driving innovation and improving problem-solving capabilities. Ultimately, by addressing sensory overload, companies not only support their workforce but also create a more sustainable, productive, and competitive business.