Managing Sensory Needs in the Workplace: Why It Matters and What You Can Do

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Sensory needs are a big part of many neurodivergent people’s experience of the world and they often go unseen, misunderstood and unmet. For some, sensory sensitivities can shape how comfortable, focused, or regulated we feel in any given moment. Bright lights, background noise, strong smells, or uncomfortable clothing might seem minor to others, but can quickly overwhelm the nervous system and lead to exhaustion, anxiety or burnout.

In the workplace, this has real implications. When sensory needs go unmet, it can affect:

But when they’re understood and supported, it’s possible to create an environment where neurodivergent individuals can work at their best more of the time.

This post is relevant for both individuals wanting to advocate for themselves, and for employers building more inclusive workplaces.

What Do We Mean by Sensory Needs?

We all take in information through our senses, and, our brains, as meaning-making machines — process and interpret this input, then provide feedback about what actions to take to help us feel safe, comfortable, and regulated. Our bodies are constantly striving for homeostasis — a state of internal balance that supports physical and emotional wellbeing.

What are the 8 senses?

Understanding Hyper and/or Hypo Sensitivity

Neurodivergent people — including those who are autistic, ADHD or have sensory processing differences — may receive sensory signals that are “too loud” (hypersensitive) or “too quiet” (hyposensitive), or a mix of both. This means some types of input can quickly become overwhelming, while others might go unnoticed without extra stimulation.

That means someone might struggle with:

• Fluorescent lights flickering above them
• The overlaid sounds of an open-plan office chatter
• The smell of someone’s perfume or lunch
• Being bumped into in a crowded hallway
• Sitting still at a desk for long periods without movement
• Knowing if they’re hungry, thirsty, hot/cold or need the toilet
• Recognising how they feel and advocating for their needs

These differences are often invisible, which can lead to misunderstandings or assumptions from others sometimes causing tension, judgement or conflict in the workplace.

These challenges aren’t just preferences — they can have a direct and profound impact on mental wellbeing. In fact, recent UK research found,

"... high levels of sensory distractions which may be contributing to a sense of overwhelm"

(Birkbeck & Neurodiversity in Business, 2024)

particularly among neurodivergent workers whose overall wellbeing scores were significantly lower than their colleagues’.

How Sensory Needs Impact Work

When someone is experiencing sensory overload (or under-stimulation), it often affects:

• Executive function: things like focus, planning, memory, or switching between tasks become harder
• Wellbeing: sustained discomfort or stress increases risk of burnout and emotional dysregulation
• Communication: it might be harder to listen, speak clearly, or process information
• Engagement and retention: people may mask their struggles or leave environments that feel unsafe

This is especially important for employers to understand, because adjustments make a measurable difference to whether someone stays or leaves. According to the 2023 Neurodiversity in Business report,

"... 50% of neurodivergent people with tailored adjustments said they planned to stay in their organisation, compared to only 33% of those with no adjustments"

(Neurodiversity at Work 2023: Demand, Supply and a Gap Analysis)

Meeting Sensory Needs Supports Wellbeing at Work

Sensory needs are a core feature of a neurodivergent person's profile and are therefore an essential part of how they function, feel, and flourish at work. Supporting these needs isn’t just about comfort. It’s about dignity, autonomy, and making small adjustments to enable people to do their best work.

Ensuring sensory needs are met is not a luxury, it’s a fundamental part of inclusion. When individuals and organisations embrace this, they not only improve wellbeing, focus and productivity - they also foster a sense of safety, belonging and freedom and create a culture of capability.

Remember neurodiversity is about everyone. As a human species we are neurodiverse, and often, adjustments for neurodivergent people work well for others too.

References

⁽¹⁾ Neurodiversity in Business and Birkbeck, University of London. (2024) Neurodiversity at Work 2024: Building Better Workplaces. London: Birkbeck, University of London, p.11.

⁽²⁾ Doyle, N., Kiseleva, M., and McDowall, A. (2023) Neurodiversity at Work 2023: Demand, Supply and a Gap Analysis. Birkbeck University of London, p.33.

⁽³⁾ Neurodiversity in Business and Birkbeck, University of London. (2024) Neurodiversity at Work 2024: Building Better Workplaces. London: Birkbeck, University of London, p.11.