For HR Professionals & People Teams
Supporting HR Teams.
We believe no one should be failed by a workplace that wasn’t built with them in mind. That includes the neurodivergent colleague trying to hold it together, and the HR person trying to do right by them with no training and no one to ask.
Why we do this
Good people deserve better support.
We started Neuro-Sparks because we’ve seen what happens when good people don’t get the support they need, and when good HR teams are left to work it out on their own. Careers stall. People burn out or quietly leave.
Almost never because anyone meant harm, but because nobody ever showed them what to actually do.
We believe that changes with real understanding, not another box-ticking course nobody remembers by lunchtime. Show people what neurodivergence actually looks like day to day, and most of them will do right by their colleagues.
That’s the whole point of what we do: give HR teams the knowledge, the confidence, and the backup to support their people properly.
What you’re up against
The challenge is already in your workplace.
Around 1 in 5 people are neurodivergent. In a team of ten, that’s likely at least two people experiencing the world, and the workplace, differently from the majority. Most of them are working harder than anyone realises just to keep up.
77% of neurodivergent employees say they mask their differences at work, often at real cost to their wellbeing and performance.
Replacing an employee costs organisations £30,000 or more on average, and poor support is a common reason good people leave roles they could have thrived in.
Without training, managers are left guessing at
what a “reasonable adjustment” actually looks like
in practice.
Your responsibilities
Your legal duty, made human.
Many neurodivergent conditions, including ADHD, autism, dyslexia, and dyspraxia, are recognised as disabilities under the Equality Act 2010.
That means your organisation has a legal duty to make reasonable adjustments. Most HR teams have never been given clear, plain-English guidance on what that duty actually looks like day to day, which leaves the organisation exposed and managers unsure of where they stand.
We turn the legal obligation into something your people can actually use, so your policies hold up, and everyone knows what to do when it matters.
How we help
Support that doesn't end when the session does.
We don’t do a one-off awareness day and disappear. We build understanding that sticks, so support becomes part of how your organisation naturally works, not something you scramble for once a situation has already landed on your desk.
Training that’s honest and practical, delivered by someone who’s lived this, not just read about it.
Ongoing guidance, so you’ve got somewhere to turn when a real situation comes up, not a slide deck gathering dust from six months ago.
A secure space of your own, your HR & People Portal, where staff can ask for help and you can always see exactly where things stand.
What that looks like in practice
Training, guidance and your own HR portal.
Training for HR, people managers, and wider staff, delivered in-house and tailored to your organisation, or booked onto our open sessions in Burnley.
It covers neurodiversity fundamentals, your legal responsibilities, and the specific skills people managers need for reasonable adjustments and fair performance management.
Every organisation we work with also gets its own HR & People Portal. Staff can refer themselves, or a colleague, for support securely and confidentially, and you can see exactly where every case is up to, from first referral through to resolution.
01
Secure referrals
Staff can ask for support in a way that feels safe, without it having to go through a manager first.
02
Full HR visibility
Every case, its current status and what happens next, all in one place.
03
A clear record
A straightforward audit trail showing that support and reasonable adjustments were offered and followed through on.
What your team walks away with
Confidence that works in the real world.
Confidence to spot when someone on their team might need support.
The ability to have open, honest conversations about neurodiversity.
Practical, proportionate reasonable adjustments they actually know how to put in place.
A clear, plain-English understanding of your obligations under the Equality Act 2010.
The skills to manage performance fairly, without disadvantaging neurodivergent employees.
A secure portal for referring staff and tracking every case from start to finish.
A team culture where neurodivergent colleagues can genuinely do their best work.
Led by someone who’s lived it
Expertise that comes from experience.
Every session is delivered by Dan Armitage, CEO of Neuro-Sparks, PG Cert in Neurodiversity, and TAP Accredited Trainer.
This isn’t recycled awareness content bought off a shelf. It comes from lived experience, genuine expertise, and a belief that workplaces can and should do better for neurodivergent people.
Ready to give your HR team the tools and backup they need?
Get in touch to talk about in-house training and your own HR & People Portal, or book a place on our next open session in Burnley.