Adult neurodiversity coaching may be suitable for adults who are diagnosed, self-identifying, exploring whether they may be neurodivergent, or experiencing challenges linked to ADHD, Autism, Tourette’s, AuDHD, executive functioning, sensory processing, communication, emotional regulation, confidence, burnout, masking or workplace demands.

You do not need to have everything “figured out” before accessing support. Coaching can be helpful whether you are newly diagnosed, awaiting assessment, returning to work, studying, managing daily life, navigating relationships, or seeking strategies that feel more realistic and neuro-affirming.

No. A formal diagnosis is not required to access neurodiversity coaching or support.

Many adults come to coaching while they are exploring their neurodivergent identity, waiting for an assessment, self-identifying, or seeking support with specific challenges. Coaching is focused on practical strategies, self-understanding and support, rather than diagnosis.

Coaching can support a wide range of areas, depending on your needs and goals. This may include executive functioning, planning, time management, organisation, prioritising, task initiation, managing overwhelm, emotional regulation, sensory needs, communication, confidence, self-advocacy, workplace challenges, masking, burnout recovery and understanding your own neurodivergent profile.

The aim is to develop strategies that work with your brain and life, rather than expecting you to force yourself into approaches that have not worked for you before.

Yes. Coaching can support adults who are experiencing workplace challenges linked to neurodivergence, stress, communication, executive functioning, sensory needs, confidence, workload, boundaries, masking or burnout.

Support may include exploring what is difficult, identifying practical strategies, preparing for conversations with managers, understanding possible workplace adjustments, and developing ways to advocate for your needs.

Any workplace suggestions are provided as supportive, neurodiversity-informed guidance only. They are not employment-law advice, occupational health advice, medical advice, or formal instructions to an employer.

Yes. Workplace-related support may include neurodiversity-informed workplace needs assessments, written recommendations, manager guidance, team training or practical support around adjustments and communication.

These may be useful where an adult is experiencing workplace barriers linked to ADHD, Autism, Tourette’s, AuDHD, executive functioning, sensory needs, communication, emotional regulation, burnout or other neurodivergent experiences.

Workplace documents and recommendations are intended to support understanding and practical decision-making. They do not provide employment-law advice, occupational health advice, medical advice, a formal medical opinion, or legal instructions to an employer.

No. Neurodiversity coaching is not the same as therapy, counselling, occupational health, legal advice, medical advice or diagnostic assessment.

Coaching focuses on practical support, self-understanding, strategy development, confidence and day-to-day functioning. It can sit alongside other support, but it does not replace advice or treatment from a GP, mental health professional, occupational health provider, solicitor, HR specialist or other suitably qualified professional.

Unless expressly agreed in writing and provided by a suitably qualified professional, we do not provide employment-law advice, occupational health opinions, formal medical opinions or diagnosis.

What you receive will depend on the service agreed. This may include a written summary, practical recommendations, coaching notes, suggested strategies, or workplace guidance that can help you reflect on your needs and communicate them more clearly.

Where a written document is provided, it is designed to support understanding and practical planning. It is not a diagnostic report, occupational health report, legal document, employment-law opinion or formal medical opinion.

Yes, information can usually be shared with another professional, employer, education provider, GP, Access to Work adviser or support service, but only with your consent.

You remain in control of what is shared and with whom, unless there is a safeguarding concern or a serious risk of harm that requires action in line with professional responsibilities.

Any shared information will be handled respectfully and in line with confidentiality, consent and data protection requirements. Written summaries or workplace documents can be adapted for the intended audience where appropriate.