Neurodivergent People: Employment

Charlotte Cane Excerpts

Tuesday 9th September 2025 Westminster Hall

[Charlotte Cane (Ely and East Cambridgeshire) (LD)]

I beg to move,

That this House has considered the matter of supporting neurodivergent people into employment.

It is a pleasure to serve under your chairship, Ms McVey. I am pleased to have secured this debate on an important topic and I want to acknowledge that neurodiversity has a huge range of impacts. Many neurodivergent people need no support with employment, while those with certain learning disabilities need significant support.

[Adam Dance (Yeovil) (LD)]

Does my hon. Friend agree that the challenges neurodiverse people face with employment often start at school, and that we need universal screening for neurodivergence, alongside proper teacher training, so that our fantastic teaching staff are given the tools and confidence to identify and support all their pupils?

[Charlotte Cane]

I agree with my hon. Friend that recognising neurodivergence in school and giving support at an early stage is incredibly important. As I said, I want to make the distinction and recognise that neurodivergent people and those with learning disabilities are distinguishable groups, both of which I will speak about.

Over the past year, I have visited many fantastic businesses across my constituency and have been struck by how many are going above and beyond to forge pathways into the world of work for people with learning disabilities. I want to share some of their success stories today.

[Clive Jones (Wokingham) (LD)]

I thank my hon. Friend for securing this important debate. In Wokingham, the Kimel café does a fantastic job taking on neurodivergent youngsters, giving them key skills and including them in our community. Does my hon. Friend agree that more businesses should employ neurodiverse people? Does she also agree that the Government must do more to support excellent businesses that support neurodiverse people, like the Kimel café?

[Charlotte Cane]

I do agree and will speak about that.

Local businesses have described employing people with learning disabilities to me as like a game of bureaucratic hopscotch. They can see the end goal but they need to hop from square to square, assessment to assessment, with a lack of resources to dedicate to training staff. Sadly, that is borne out in the data. Under 30% of people with severe or specific learning difficulties were in employment in 2023-24, compared with more than 82% of non-disabled people. Those figures are bad enough in isolation, but just 65% of employees with severe or specific learning difficulties remain in employment for at least a year.

[Rachel Gilmour (Tiverton and Minehead) (LD)]

Does my hon. Friend agree that Foxes hotel in my constituency of Minehead is a trailblazer? It is the UK’s only fully operating training hotel for young people with learning disabilities, many of whom have Down’s syndrome. It has shown that structured on-the-job training, dedicated mentorship and clear progression pathways not only transform individual lives but drive outstanding business outcomes. It has been described as the Oxbridge of training for such young people.

[Charlotte Cane]

It is great to hear that example. One thing I am calling for is proper structured apprenticeships.

[Afzal Khan (Manchester Rusholme) (Lab)]

On the statistics, I agree with the hon. Member that having 30% of autistic people in employment compared with 82% is a huge gap. The Buckland review made clear that without a national campaign to raise awareness among employers, those gaps will persist. Does she agree that the stark gap highlights the urgent need for stronger action to ensure that autistic people have fair access to the labour market?

[Charlotte Cane]

I thank the hon. Member for his intervention and I agree that we must provide these people with much more guidance and support, and also give them fair access to work and a career.

In addition to the problems that autistic people encounter in finding and staying in employment, the raw pay gaps for people with autism and for people with severe or specific learning difficulties are 28% and 20% respectively. We can see that there is a huge problem. Those people have less than a one in three chance of finding employment. Even if they are among the lucky ones who find employment, they might not make it past their first year anniversary in work and they will be paid less than their colleagues.

[Apsana Begum (Poplar and Limehouse) (Ind)]

The hon. Member may be aware that prior to my election, I worked in diversity and inclusion, and what she says rings true. Does she agree that job coaching and mentoring is crucial in the workplace? It is crucial for anybody doing any job, but it is incredibly empowering and a supportive tool for those with neurodiversity, particularly in retaining them in the workplace. We can really learn in our country from coaching and mentoring; it is a vital tool for employees.

[Charlotte Cane]

I agree with the hon. Member that helping people to stay and flourish in employment, once they are in employment, is hugely important.

[Samantha Niblett (South Derbyshire) (Lab)]

As a proud auntie to Benjamin, who is autistic, I am delighted when I hear of employers who are doing great things for neurodivergent people. A constituent of mine, Ian Carlier, is the chief executive officer of Momentic, which supports people to get off benefits and into self-employed work. Does she agree that when we consider employment for neurodivergent people, giving them a pathway and support into self-employed work might suit them better?

[Charlotte Cane]

I do not know about self-employment being “better”, but it is certainly important, because different things will work best for different people. Neurodivergent people need the same full choice as non-neurodivergent people.

[Steve Yemm (Mansfield) (Lab)]

Specifically on that point, it is important to recognise that neurodivergent people, particularly young neurodivergent people, should be treated individually, as the hon. Member has just suggested. In my constituency, West Notts college offers a number of entirely bespoke courses that are specifically designed have that sort of impact. The outcomes from those courses are truly phenomenal and West Notts college deserves our praise for helping so many young people into further education and back into employment. Does the hon. Member agree that a one-size-fits-all approach is really not the best way to get neurodivergent people, and those with special educational needs and disabilities, back into education and employment?

[Esther McVey (in the Chair)]

Order. May I remind hon. Members that interventions are just that? They are interventions, not short speeches.

[Charlotte Cane]

I thank the hon. Member for Mansfield (Steve Yemm) for his intervention and I congratulate the college that he mentioned. He is absolutely right—one size fits all does not fit anybody, but particularly not neurodivergent people.

[Leigh Ingham (Stafford) (Lab)]

Will the hon. Member give way?

[Charlotte Cane]

I will make some progress.

Think of the challenges that neurodivergent people can face in everyday life: knowing they are different from others; being unable to read social situations in the same way as others; being uncomfortable travelling on public transport; and, commonly, experiencing anxiety after years of bullying at school. Now imagine what it is like to face what must sometimes feel like insurmountable barriers to one of the most basic parts of everyday life—that is, work.

We know that neurodivergent people want to work. They want to contribute in a positive and meaningful way to our society. In 2021, the National Autistic Society found that 77% of unemployed autistic people wanted to work. Despite that, as we have heard, businesses remain concerned about employing neurodivergent people, often because they fear that they cannot support the employee properly.

Recently, the Recruitment and Employment Confederation told me that neurodivergence is the least understood aspect of equality, diversity and inclusion. As such, learning how recruitment practices and the workplace can be adapted to become more inclusive for neurodivergent individuals is an evolving aspect of good practice. I am really proud today to have the opportunity to celebrate businesses in my constituency that lead the way in supporting people into work. They are shining examples that the Government would do well to learn from. We have already heard about some other examples.

Burwell Print provides experience to adults with additional needs and has done so for over three decades. It prints, folds and collates many of our excellent village magazines, keeping the community in touch with what is going on. It also makes soap and small ceramic gifts. Harry Specters is a luxury chocolate company founded by Mona Shah. She recently received an MBE for her services to training and employment for young people with autism. In 2012, Mona was inspired to launch the business by her autistic son, Ash, and they are proud to have autistic staff involved in every aspect of the business.

We have heard how important school is, and I also have many brilliant specialist schools across my constituency, such as the Highfields academies in Ely and Littleport and the Centre school in Cottenham, where I recently talked to some very confident students about their career ambitions. The nurture and support provided by those schools equips students with the social and intellectual skills to contribute to society.

The businesses I have met have told me of success stories where employees that they have taken on have gone on to thrive in the workplace as a result of someone supporting them. Prospects Trust is a working farm that supports people with additional needs, and it runs Unwrapped, an organic café and shop in Ely. The café has up to four supported co-workers per day, Monday to Saturday, giving people employment, skills and the experience they need to go on and make a successful career. So far, five of its co-workers have gone on to secure employment positions after their placement.

At Harry Specters, one staff member faced difficult circumstances. They struggled in traditional workplace environments, suffered long-term bullying and had retreated into self-employment as a safe space, but that was not sustainable and they were stuck in an abusive, financially dependent relationship. Mona hired them, and they have thrived ever since. They have built the confidence to speak on radio and podcasts and at hosted events. They have moved into their own flat and built an independent, stable life. I want stories like that to become the norm, not the exception.

Unfortunately, businesses are hindered by ongoing problems blighting the Access to Work scheme. I am sure that colleagues will also have heard from constituents about difficulties in accessing payments and reduction in support.

[Ms Julie Minns (Carlisle) (Lab)]

I thank the hon. Member for agreeing to take an intervention when I spoke with her before the debate. She speaks very eloquently about the frustrations that we see in our constituency surgeries. I had a constituent’s mother come to see me; it had taken six months for Access to Work to be put in place for him to take up a position that he had been offered. Does the hon. Member agree that the new Connect to Work scheme needs to work a lot better for these people than Access to Work has?

[Charlotte Cane]

Absolutely. It needs to be much faster in doing the assessments and delivering the payments.

One of Mona’s staff experienced a traumatic event that made it difficult to manage work without more regular therapy, so they applied to Access to Work. They were told that they could not be supported because they were already accessing one monthly therapy session, albeit they are paying for that privately and they cannot afford to pay for any more. They face the prospect of having to cancel their vital therapy to apply on the basis that they might get help, and in their own words:

“The message seem to be stop getting the help you need, wait months for a decision, and then maybe we’ll support you.”

Another local business, Red2Green, said the payments are so slow that it is difficult for small organisations to claim the money back, and it gives them huge cashflow problems. I have talked to individuals who have withdrawn from doing this work because they cannot afford to wait over three months before they get paid. Red2Green also told me that some neurodivergent people cannot make phone calls or advocate for themselves, but under the Access to Work scheme, it has to be them who applies, not the employer.

[Claire Young (Thornbury and Yate) (LD)]

Does my hon. Friend agree it is ironic that, when neurodivergent people commonly experience executive functioning difficulties, applying for Access to Work requires them to have good skills in that area, and people actually need support to access support?

[Charlotte Cane]

That is absolutely true, and I have seen people trying to deal with filling in the forms. These people are likely to be dyslexic or have similar conditions, so they will inevitably have real trouble with those forms. A scheme designed to grow inclusion and increase support should really do better than that.

I hope the Minister will provide a clear update on what action the Government are taking to clear the backlog and what more can be done to make its responses faster and speed up payments. Specialist apprenticeships, as we have heard, would go a long way to helping neurodivergent people into work, with expert support on a daily basis through their employment. That would provide tailored, individual work plans that take their condition into account, allowing them to get work experience while having space to adapt.

[Leigh Ingham]

Walton Hall Academy in my constituency, which I visited when I was first elected as an MP, continues to raise the difficulty of getting work experience for its neurodivergent pupils. Does the hon. Member agree that it is as important to support businesses through the work experience process as it is to ensure that people go through to employment? Neurodivergent pupils find it so much more challenging without that.

[Charlotte Cane]

I thank the hon. Member for those points; I agree entirely. We need to help employers to help these people into work and help them to thrive in work. Will the Minister set out the Government’s position on a wide roll-out of specialist apprenticeships and planned actions to encourage it? The Buckland review recommended that, in order to get some flexibility on the apprenticeship rules, the requirement for an education, health and care plan should be removed, given the difficulties families face in obtaining EHCPs. That recommendation has not yet been accepted by the Government. Will they do so today?

[Manuela Perteghella (Stratford-on-Avon) (LD)]

It is deeply concerning for my Stratford-on-Avon constituency that young adults over the age of 25 can no longer access NHS-funded ADHD assessments. Does my hon. Friend agree that, at a time when we should be removing barriers to employment, taking away access to such a vital first step is doing exactly the opposite?

[Charlotte Cane]

We have heard there is a problem with young people being assessed in school; we cannot then cut off the backstop of being assessed in adulthood. Can the Minister update us on the Buckland review’s recommendations and when they intend to publish the conclusions of their expert panel on employment prospects for neurodivergent people? Local businesses have told me that neurodivergent employees find the jobcentre system difficult to navigate, stressful and triggering. What will the Department do to adequately train jobcentre staff in appropriately supporting them?

Finally, many people do not disclose their neurodivergence or learning disability for fear of discrimination. Will the Government commit to reviewing the guidelines on disclosure and whether they adequately consider neurodivergent conditions? Neurodivergent people have so much to offer our businesses, our communities and our economy. We just need to do what my local businesses do: go above and beyond to make this the gold standard. If the Government support businesses to do that, we could unlock a sizeable community full of untapped potential and enthusiasm, which can only be a benefit to our country.

[Several hon. Members rose—]

--- Later in debate ---

[Charlotte Cane]

I thank everyone who spoke in the debate. It is good to see that across parties we are all agreed on this issue. We have heard about the many barriers that people face, but we have also heard about some really good employers and opportunities. I welcome the Minister’s commitment to build on the Buckland review and to work with the independent panel to come up with ways to overcome the barriers. I really welcome the personalised jobs and careers support, which can make a huge difference, and I am grateful that the Minister recognises the problems with Access to Work and is trying to address them, but mostly—

Motion lapsed (Standing Order No. 10(6)).