Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, if he will make an assessment of the potential impact of average waiting times for autism assessments on employment rates.

There are no plans for DWP to make this specific assessment. Whilst we recognise the importance of early identification of autism, a diagnosis is not required to be eligible for reasonable adjustments and the provision of workplace support. These are made, in line with the requirements of the Equality Act 2010, based on functional need.

We are encouraging employers to adopt more neuro-inclusive working practices, which benefit neurodiverse employees irrespective of whether they have a diagnosis. The Buckland Review into Autism Employment, published on 28 February this year, has created a focus for action to improve the recruitment and retention of autistic people. It has identified workplace barriers, and the working practices and initiatives that can reduce them, in order to create a more inclusive working environment for autistic employees and autistic jobseekers.

This is supported by Disability Confident, our scheme to increase employers’ understanding of how to recruit, retain and support disabled employees and the Support with Employee Health and Disability online service which guides employers through health and disability scenarios at work, including making reasonable adjustments.