NASUWT welcomes this week’s announcement by the Secretary of State for Health and Social Care that an independent review has been launched into mental-health, autism and ADHD services in England.
 
The Union recognises that many neurodivergent and disabled teachers, including those with suspected or diagnosed ADHD or autism, continue to face long waits for diagnosis and difficulties in securing proper support, including workplace support.
 
The Government should implement in full the recommendations of NHS England’s “Independent ADHD Taskforce”, published last month and address the growing evidence that the Autism Act 2009 does not go far enough to ensure that autistic people are fully supported.
 
We remain deeply concerned that, even where need is established, many employers fail to meet their obligations under the law and union guidance. Members report widespread failures to provide timely and effective reasonable adjustments, to take appropriate account of occupational health advice and to apply Access to Work recommendations - leading to disadvantage, discrimination or forced exit from the profession.
 
Any review affecting disabled and neurodivergent people must include meaningful consultation with those directly affected, be informed by people with lived experience, and be framed in line with the social model of disability.
 
In light of this, NASUWT calls on government and employers to ensure that, where a diagnosis or support need is identified:

• Employers adopt and implement a Disability Leave Model Policy so that disabled and neurodivergent staff, including those with hidden disabilities or mental-health conditions, have access to disability-related leave without detriment.
• Employers fulfil their legal duty under the Equality Act 2010 to put effective reasonable adjustments in place promptly and treat all staff equally, including at recruitment, induction, transfer or promotion, regardless of contract type (full time, part time, supply).
• Absence-management and return-to-work policies support recovery and reintegration rather than penalise staff because of their disability or mental-health condition.

Employers and government must treat the forthcoming review as not only a matter of clinical and diagnostic services, but also as a prompt to ensure that employment practices, working conditions and workplace supports reflect the needs of disabled and neurodivergent teachers.
 
NASUWT will continue to offer advice, support and representation to members who need assistance securing reasonable adjustments, disability leave or protection from discrimination.