A Generational Wave of Neurodiversity: Why Employers Need to Act Now
Fresh data reveals a striking shift in the health challenges shaping today’s workplaces.
According to PAM Group’s study of 135,000 occupational health referrals (April 2024–March 2025):
Mental health remains the leading cause of referrals (37%)
Musculoskeletal issues come second (19%)
Neurodiversity has surged into third place (10%) — ahead of many long-recognised health concerns
At first glance, this rise might appear sudden. But it’s not that more people are “suddenly” neurodivergent. Instead, it reflects a deeper cultural and generational shift. Younger employees are entering the workforce with greater awareness, higher rates of diagnosis, and the confidence to ask for support.
The generational wave
Among employees in their 20s, neurodiversity is already a leading driver of referrals. For both men and women aged 20–29, it accounts for roughly 1 in 10 occupational health referrals, alongside anxiety and depression.
This generational pattern is significant. It signals that employers will see rising demand for neuroinclusive policies, training, and support structures as Gen Z and younger millennials move further into the workforce.
Why this matters for organisations
For organisations, these findings are both a challenge and an opportunity.
A challenge, because many workplaces are not yet equipped to respond effectively when neurodivergent employees face distress, burnout, or barriers to inclusion. Traditional wellbeing frameworks often overlook neurodiversity, leaving gaps in support.
An opportunity, because organisations that take neuroinclusion seriously now will be better positioned to attract, support, and retain the next generation of talent. Embedding neuroinclusive practices can boost innovation, productivity, and retention across the board.
The data makes it clear: neuroinclusion can no longer be treated as optional. It must become as fundamental to workplace wellbeing as physical and mental health.
What organisations should do next
To prepare for this wave, organisations should:
Embed neuroinclusive policies that go beyond awareness and provide practical adjustments.
Train managers and first responders to recognise and respond to neurodivergent needs with confidence and respect.
Design psychologically safe environments that enable all employees — neurodivergent and neurotypical alike — to thrive.
How Welcome Brain can help
At Welcome Brain, we partner with organisations to turn these principles into practice. Our services include:
Neurodiversity First Responder training — giving teams the skills and confidence to provide immediate, respectful support in moments of crisis.
Neuroinclusion audits and accreditation — assessing current practices and recognising organisations that demonstrate leadership in this space.
Tailored workshops and policy development — helping businesses move beyond box-ticking to create cultures where neurodivergent talent can thrive.
Mentoring and coaching for neurodivergent employees and their managers.
The generational wave of neurodiversity is already here. Organisations that act now will not only meet the moment — they’ll set themselves apart as inclusive, innovative, and future-ready. Get in touch to start your neuroinclusion journey today.
Source: PAM Group, Occupational Health Referrals: New Data 2025 (PAM infographic PDF)
