22nd Oct 2025 by Adjust

Lessons from the Capgemini Tribunal: Supporting Neurodivergent Employees in Practice

A recent employment tribunal involving Capgemini has highlighted how employers can better support neurodivergent employees, as well as why ADHD awareness training and improving manager communication are crucial.

The findings offer valuable insights for any organisation seeking to build a more inclusive and legally compliant workplace.

Background: What Happened?

In Khorram v Capgemini UK Plc, a senior professional with ADHD shared her diagnosis when joining the company. A workplace needs assessment recommended several reasonable adjustments, including ADHD awareness training for her colleagues and manager.

The employee asked not to attend the session herself, concerned it might make her feel singled out. As a result, the training was not delivered. The tribunal found that Capgemini had failed in its duty to make reasonable adjustments and that the training should have gone ahead.

The Tribunal’s Key Findings

The tribunal noted that the purpose of the training was to equip the manager and the team, not the employee. It also found that inconsistent communication from management had contributed to workplace difficulties, which ADHD awareness training could have helped to address.

You can read further analysis from Swinburne Maddison LLP and Consultancy.uk.

Why ADHD Awareness Training Matters

TWhen recommended through a workplace assessment, ADHD awareness training is more than a cultural initiative — it may form part of an employer’s legal obligations. We know employers want to support all their employees to thrive. This ADHD awareness training awareness training can enhance the efforts that companies are already making to become inclusive. This training helps managers and colleagues understand communication preferences, working styles and adjustments that can make day-to-day collaboration smoother and more effective.

In this case, the employee’s wish not to attend the training was reasonable. The training was intended to support others to understand and remove barriers to inclusion.

Three Takeaways for Employers

If a workplace or occupational health assessment recommends awareness training, it should still be delivered – even if the employee does not want to attend. The goal is for the manager and team to build awareness of ADHD, not the employee themselves.

Inclusion Starts With Managers

Day-to-day communication has the biggest impact on whether neurodivergent employees feel supported. Consistent, clear, and empathetic management isn’t just good practice, it’s a crucial part of creating an equitable workplace.

Neuroinclusive Practice Strengthens Organisations

Adjustments that support neurodivergent employees (from awareness training to clearer communication) often lead to better collaboration, wellbeing and performance across every team.

Moving Forward

Capgemini is a respected global organisation, and this case highlights how challenging it can be to turn recommendations into practice, especially in fast-paced, complex environments. The tribunal outcome is a reminder for employers to consider how well their existing processes support neurodivergent staff, and where simple adjustments might make a real difference.

If organisations invest in awareness and build manager performance, employers can build environments where every colleague (neurodivergent or not) can thrive.

At Adjust, we support organisations of all sizes to design and deliver Neurodiversity training that is inclusive, practical, and aligned with your legal obligations. Whether you’re responding to a workplace assessment or proactively building a neuroinclusive culture, we’re here to help.

👉 Contact us for a confidential discussion on Neuroinclusion