10 Common Mistakes Employers Make with Autistic Employees (And How to Get It Right)

This article was inspired by a presentation by Sandra Robilliard, Damian Milton, and Richard Mills.

Employment can be a source of purpose, confidence and community. But for many autistic people, the workplace presents unnecessary challenges. Often, these difficulties come from environments and practices that aren’t designed with neurodivergence in mind.

Here are 10 common mistakes employers make when working with autistic employees—and, more importantly, what to do instead.

1. Relying on stressful, traditional interviews

Interviews that are unstructured, full of vague questions and distractions, and carried out by a panel firing off questions are overwhelming and counterproductive.

What to do instead: Offer alternatives such as one-to-one conversations or work trials. Provide interview questions in advance, in writing, and hold interviews in calm, distraction-free settings.

2. Making the learning process stressful

Vague verbal instructions, an expectation to "figure it out", and no clear guidance leave autistic employees feeling lost and anxious.

What to do instead: Give clear, written instructions and a schedule. Regularly check understanding and offer practical support and clarification.

3. Damaging confidence through lack of feedback

Avoiding constructive criticism or only providing negative comments leaves employees unsure how to improve.

What to do instead: Offer structured, specific feedback that highlights strengths as well as areas for development. Encourage questions and offer mentorship if possible.

4. Leaving people to navigate workplace culture alone

Without clear explanations of social norms, boundaries and workplace hierarchies, mistakes are almost inevitable.

What to do instead: Be explicit about workplace expectations. Explain policies and social boundaries, and clarify that social events are optional. Help develop skills in managing social engagement and disengagement.

5. Being patronising

Treating autistic employees as though they need constant supervision or special handling is both demeaning and isolating.

What to do instead: Treat every employee as an equal. Let breaks and social time be their own choice. Help connect people through shared interests rather than forced interactions. Ensure they are paid fairly.

6. Being unclear about the dress code and other related expectations

Not being clear about expectations for appearance or grooming creates unnecessary anxiety.

What to do instead: Clearly communicate any workplace standards. Include these guidelines in written materials or schedules. Where needed, address the topic sensitively with the help of a mentor.

7. Encouraging burnout

Autistic employees may not know when to take a break, and may struggle to say no to extra work, leading to exhaustion.

What to do instead: Build regular breaks into the working day. Check in on workload and wellbeing. Avoid assigning new tasks late in the day, and monitor tendencies to overwork.

8. Creating a sensory-hostile environment

Bright lighting, strong smells, constant noise or distracting décor can make a workplace unbearable.

What to do instead: Adapt the environment with softer lighting, quiet spaces and sensory-friendly policies. Conduct sensory audits and train staff on inclusive practice.

9. Making unreasonable demands

Changing instructions at the last minute, setting unrealistic deadlines or making random requests can overwhelm and demoralise.

What to do instead: Let employees finish jobs before starting new ones. Provide structure, stick to agreed plans, and give as much notice as possible if changes are needed. Offer reassurance when routines or expectations shift.

10. Holding low expectations

Assuming autistic employees will never progress and overlooking them for promotion is disheartening and unfair.

What to do instead: Adopt a positive mindset. Mentor autistic employees, support training and career advancement, and pay fairly. Encourage growth and be a role model for kindness and patience.

Reasonable adjustments and inclusive employment practices for autistic people don’t just benefit one person—they make the workplace better for everyone.