How can I manage autistic shutdowns at work when accommodations haven't been implemented?

I’m autistic and have been experiencing shutdowns specifically triggered by interactions with my manager. These shutdowns are involuntary — they’re not something I can control — and they result in hours of mental recovery time and lingering dysregulation, including sleep disruption. As a result, they’re significantly impacting my productivity and well-being.

I’ve worked with hundreds of colleagues in past roles without this issue, so I believe it’s not about the job itself but the specific dynamic. I’ve already directly requested accommodations from both my manager and HR — including structured meetings, clearer communication, and more processing time — but no changes have been made.

Some of the challenges that contribute to these shutdowns include:

  • Meetings are run without an agenda, making them difficult to prepare for.

  • Discussions are rapid-fire, full of constant context switching, with little room to process or respond.

  • My manager tends to interrupt, redirect, or dismiss my thoughts before they’re fully formed.

  • He often responds to concerns by deflecting to HR or asking for “proof,” making it feel invalidating.

  • The environment lacks psychological safety, especially for neurodivergent communication styles.

Despite trying to self-regulate, the impact on my health is growing, and I’ve lost sleep due to stress after these episodes.

What are my professional options now, given that accommodations have been requested but not implemented?

I’m looking for guidance on how to advocate for myself further or protect my well-being while staying professional — ideally from others who have navigated similar challenges in a corporate environment.

  • As harsh as it may sound, you might need to prepare to find another job to be honest. The thing with most employers is they often see people with autism (or other disabilities) as a liability - although autism is a protected characteristic under the Equality Act of 2010 (if I am wrong please correct me), some employers don't really bother with accommodations as they see it as costly and a hindrance to implement depending on what you ask for.

    From what you describe, the workplace you are in seems to be what is the "norm" so to say, a fast-paced environment in which everyone is expected to be up to speed with all tasks. If employers see you can't cope - they will simply want you out and will then replace you with someone else who can do what is asked.

  • From what you say here, it sounds like your boss is a bully and deliberately making things difficult for you , especially since being made aware of your needs for disability accommodations/reasonable adjustments - this could be classed as direct or indirect disability discrimination https://www.citizensadvice.org.uk/law-and-courts/discrimination/discrimination-because-of-disability/what-counts-as-disability-discrimination/

    I think you are already doing your best and rather than try and accommodate that *** manager, please get some advice  https://www.equalityadvisoryservice.com/app/home   and if you feel able to, look for another job.  As you say, you've never had this sort of problem before, it's definitely this horrible person and not you!

    Good luck :)

  • Hello - I'm going through the same thing myself. It's been increadably stressful getting my autism diagnosis and as a direct result of this I feel I'm going to loose my job.  I hope you get the support you need and you can keep your job, good luck 

  • What are my professional options now, given that accommodations have been requested but not implemented?

    To be brutally honest your options are few and have a fairly low probability of working from everything I have experienced as a manager and hear of here from other people in simiar situations.

    For legal advice you need a specialist - I would contact a number of employment solicitors in your area and see if any of them have expertise in helping people who are autistic as this implies they understand your circumstances and pay for a consult with them to explore your options.

    As a matter of practicality I would insist on keeping all communications around this in writing (even if it is minutes that you can send to your manager to confirm what was discussed) and keep copies of this in your personal email outside of work in case you lose access.

    Some of the challenges that contribute to these shutdowns include:

    This sounds like an everyday working environment to me I'm afraid. It isn't ideal by a long way but it is how many workplaces operate and expecting everyone to change for your needs is where the pushback will come from I suspect. To them you will become a drag on their working dynamic and they will see it that the needs of the many outweigh the needs of the few.

    To give you an idea of what is probably happening from the managers perspective, I suspect they are seeing you as needy, demanding and not really a team player and they would prefer you gone (so they can get a NT in who understands the team dynamic more) and are now making your life uncomfortable enough to encourage you to resign to save the hassle of sacking you or the risk of a lawsuit.

    This is something I have seen other managers do time and again in my 2 decades in managing and while it is unethical it is not illegal. I have been victim of it on several occasions but I knew what to look for and built up a strong enough case to result in a big payout when they tried to get rid of me.

    The lawyer (and a union rep) can advise you legally what to do but I would recommend getting a psychotherapist to help you cope with the anxiety that inevitably comes from all this - they can help you survive, possibly turn work stuff around and give you some means of venting to when you need to.

    In your shoes I would be looking for a new job but also work on the issues you have with the work environment with your psychotherapist to see if you can find ways to cope better with them - especially since any other job you get is possibly going to be much the same.

  •  A sensible reply from Bunny.

    As someone who has / is going through similar with regard to reasonable adjustments. My career has been effectively ended by forcing me to be redeployed. I suspect that will lead to dismissal as I doubt that another suitable role will be found. I keep getting suggestions for lower graded 'opportunities' that I would not have a clue to do let alone a 10K drop in money.

    I have taken out a grievance and that is another story. I would say look at your employers grievance policy. Do you have access to occupational health? I would make sure you at least speak to your GP to get it into your notes about the reasons for the shutdowns and the toll they are taking on you.

    I would normally advocate for union involvement but in my case this has been ineffectual. I instigated ACAS conciliation but my employer refused. That leaves me with an option to start a tribunal claim.

    Please be aware that following this path is going to be very demanding for a NT let alone a 'lateling', so I have a decision to make.

    Also I would point you to the website Valla. This is all about the tribunal process and what it entails and offers a platform where you could 'do it yourself' as legal representation can cost upwards of 20K for a straightforward case. However, I have been told that the tribunal process is designed that a lay person can do it. Even that there may be more leeway with the judge as you are not legally trained.

    This is my story and is not legal advice. Good luck.

  • I’m very sorry that you’re in this position. We’re not allowed to offer legal advice to each other here (which is where I personally feel your question is heading). I suggest following the advice here:

    NAS - What are reasonable adjustments and when can they be requested? > What can I do if reasonable adjustments are denied?

    NAS - What can I do if I’m having trouble at work?

    The second article includes links to several organisations that might be better able to advise you further, including Citizens Advice, ACAS, Disability Rights UK, and the Equality Advisory and Support Service.