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5 minute read
A neuroinclusive office does not try to create one perfect environment for everyone. Because there isn’t one.
Different people can experience noise, lighting, movement, temperature and busy spaces very differently. Good workplace design gives people choice, clarity and some control over their environment instead of expecting everyone to work comfortably in exactly the same setting.
What is neuroinclusive office design?
Neuroinclusive office design considers how the workplace may be experienced by people with different sensory, concentration and processing needs.
That can include things like:
- noise and acoustics;
- lighting;
- quiet space;
- wayfinding;
- predictable layouts;
- different types of work settings;
- adjustable workstations.
BSI’s PAS 6463:2022 guidance on neurodiversity and the built environment covers many of the same areas, including lighting, acoustics, thermal comfort and wayfinding.
1. Give people somewhere quieter
Open-plan offices work well for some activities. For deep concentration? Not always.
Providing quiet rooms, focus areas and lower-stimulation spaces gives people somewhere to move when the main workplace becomes distracting.
These spaces do not need a giant “NEURODIVERSITY ROOM” sign on the door. They just need to be genuinely quieter and available to anyone who needs them.
Acas specifically identifies quiet spaces and reducing sensory distractions as examples of support that can help neurodivergent employees.
You can read more about balancing focus and collaboration in our guide to office zoning for hybrid work.
2. Think carefully about noise, light and other sensory inputs
A workplace that feels lively to one person can feel overwhelming to someone else.
Acoustic treatments, softer materials, better space planning and separation between louder and quieter activities can all help.
Lighting matters too. Avoid unnecessary glare, extreme contrasts and overly bright environments where possible.
The goal is not to make the office silent and dim. That might create a whole new set of problems. It is to provide different environments for different needs.
3. Make the workplace easy to understand
People should not need an orientation course every time they want to find a meeting room.
Clear layouts, consistent signage and obvious zoning can reduce unnecessary friction.
This becomes even more important in large workplaces and hot-desking environments, where people may not use the same space every day.
Different floor finishes, furniture, lighting and signage can all help make the purpose of a space clearer.
4. Give people some control
Where practical, allow people to adjust their environment. That might mean:
- adjustable task lighting;
- monitor brightness;
- seating position;
- workstation height;
- access to quieter areas;
- choosing between different work settings.
Our ergonomic office setup guide explores how adjustable workstations can support different users rather than assuming one setup fits everyone.
5. Be careful with hot desking
Hot desking is not automatically inclusive or exclusive. It depends how it works.
Shared workplaces should be predictable and easy to use, with clear booking systems, consistent workstation setups and suitable alternatives for people who need specialist equipment or greater consistency.
Sometimes flexibility means letting people move around. Sometimes flexibility means giving someone the same desk every day. Both can be right.
6. Design with people, not around assumptions
One of the easiest mistakes is assuming that everyone with the same condition wants the same thing. They don’t.
Acas specifically advises employers to discuss adjustments with the individual because different people can experience the same neurodivergence differently.
Employee feedback should therefore sit alongside observation, utilisation data and workplace evidence.
We explore that further in What Employees Say They Want – and What Their Behaviour Tells Us Instead.
Is there one ideal neuroinclusive workplace?
No. And that is probably the point.
The strongest workplaces provide choice, clarity, comfort and flexibility rather than designing around one imagined “average” employee.
That might mean a quiet room next to a collaborative space. Adjustable lighting. Clear signage. A predictable desk neighbourhood. Or simply somewhere to step away from the busiest part of the office for half an hour.
None of that is particularly dramatic. It just makes the workplace easier to use.
Neuroinclusive design should be part of workplace design
It should not be a separate layer added at the end of a project.
Think about sensory conditions, workplace choice, ergonomics and wayfinding while the layout is still being developed.
Our Complete Guide to Workplace Design in 2026 looks at how those decisions fit into the wider workplace strategy.
And where an individual employee needs specific support, employers should also consider their duties around reasonable adjustments under the Equality Act 2010. Acas provides practical guidance on reasonable adjustments for neurodiversity.
FAQs
What is neuroinclusive office design?
Neuroinclusive office design creates workplaces that support people whose brains process information differently, including those with autism, ADHD, dyslexia, dyspraxia and Tourette’s. It focuses on how a space feels to work in, considering sensory input such as noise, light, smell and visual clutter, and gives people choice over where and how they work.
Why should employers invest in neuroinclusive design?
An estimated 15–20% of the UK population is neurodivergent, so most workplaces already employ neurodivergent people, whether or not they have disclosed it. An office that ignores sensory needs can cause fatigue, anxiety and lower productivity. Designing with neurodiversity in mind helps businesses attract and keep talent and supports wellbeing across the whole team.
Is there a UK standard for neuroinclusive building design?
Yes. PAS 6463:2022, Design for the mind – Neurodiversity and the built environment, was published by the British Standards Institution in 2022. It gives guidance on designing spaces that reduce sensory overload and anxiety, covering areas such as lighting, acoustics, colour, layout and wayfinding. It is guidance rather than law, but it is fast becoming the benchmark for good practice.
What features make an office neuroinclusive?
Common features include a range of work settings from quiet to collaborative, good acoustic treatment, glare-free and dimmable lighting, calm colour palettes, clear wayfinding and dedicated quiet or decompression rooms. The aim is to give people control, so they can move to a space that suits the task in front of them and how they feel that day.
How does lighting affect neurodivergent employees?
Lighting has a big effect on comfort and concentration, as some neurodivergent people are highly sensitive to flicker, glare and harsh cool-white light. Flicker-free LEDs, access to daylight, dimmable fittings and task lighting people can adjust themselves all help reduce discomfort, headaches and sensory overload throughout the working day.
How can office acoustics be made more neuroinclusive?
Neuroinclusive acoustics reduce unpredictable background noise that makes focus difficult. Acoustic ceiling and wall panels, soft furnishings, phone booths and zoning loud collaborative areas away from quiet work settings all help. Giving people a genuinely quiet place to retreat to is often one of the most valued changes.
Does neuroinclusive design only benefit neurodivergent people?
No. Almost everyone benefits from better acoustics, comfortable lighting, clear signage and the freedom to choose a quieter or busier space. Neuroinclusive design follows the same principle as step-free access: features that are essential for some people make the workplace easier and more pleasant for everyone.
Can an existing office be made neuroinclusive without a full fit-out?
Yes. Many improvements can be made through a refurbishment or phased project, such as adding acoustic panels, swapping lighting, creating quiet rooms, reducing visual clutter and improving signage. A full fit-out gives the most scope to rethink layout and zoning, but smaller targeted changes can still make a noticeable difference.
How should employees be involved in neuroinclusive office design?
Staff should be consulted early, ideally through anonymous surveys as well as workshops, because not everyone will feel comfortable disclosing that they are neurodivergent. Asking how people experience noise, light, busy areas and the commute through the building gives designers real evidence to shape the space around.
Is neuroinclusive design a legal requirement in the UK?
There is no law requiring a specific neuroinclusive design, but under the Equality Act 2010 employers have a duty to make reasonable adjustments for disabled employees, which can include many neurodivergent people. Designing inclusively from the start can reduce the need for individual adjustments later. This is general information, not legal advice.
