neurobox has launched neurohub for business, a free digital platform designed to help employers manage neuroinclusion and workplace adjustments for neurodivergent employees.
The Cambridge-based workplace adjustments provider said the platform will help HR teams and equality, diversity, and inclusion managers implement and manage employee support, organise workplace needs assessments, and measure the impact of adjustments on staff and operational performance.
The platform is designed to support employees with ADHD, autism, dyslexia, dyspraxia, and other neurodifferent profiles. It gives organisations a central location for support services, workplace needs assessment requests, personalised strategies, adjustment tracking, awareness resources, and workflows covering administration, compliance, and reporting.
For employees, neurohub checks in before, during, and after adjustments are implemented, provides training and coaching reminders, seeks feedback to inform future support pathways, and gives access to evidence-based neurodiversity resources.
neurobox said an estimated 15% to 20% of the global population is neurodifferent, making neuroinclusion a workforce issue that reaches well beyond specialist HR policy. The company said many organisations are not resistant to support, but lack tools, training, and centralised systems to make inclusion consistent.
Mark Woodward, head of assessments and innovation at neurobox, said: “An estimated 15–20% of the global population is neurodifferent – that’s hundreds of millions of people and a significant part of today’s workforce. Yet despite this, many neurodifferent professionals still face barriers to getting into work, progressing, and feeling fully included. Often, organisations aren’t resistant, they just don’t know where to start, so support tends to be reactive rather than proactive. That means a huge amount of potential is being missed. Neuroinclusion is no longer a ‘nice to have’ — it’s a business and strategic necessity.”
The platform uses neurobox’s neuroNavigation methodology and is intended to help companies embed inclusivity at scale while reducing manual management of staff support initiatives.
Jason De Turris, COO at neurobox, said: “Every organisation already employs neurodifferent people, whether they realise it or not. Those that take a thoughtful, proactive approach are much more likely to truly benefit from the strengths neurodifferent employees bring. The launch of neurohub for business gives HR and People Leaders a practical, scalable way to build workplaces where neurodivergent employees can prosper – while improving business culture, engagement and performance for everyone.”
The launch comes during a broader rethink of workplace infrastructure. Flexibility, wellbeing, accessibility, inclusion, and performance management are now closely linked in many organisations. Employment reform is already reaching rotas, payroll, and manager decisions, adding to the operational load carried by people teams.
Neuroinclusion brings a different but related challenge. Adjustments are often discussed as individual accommodations, yet they are difficult to sustain without process, data, manager awareness, and follow-up. A support request may involve line managers, HR, occupational health, technology, facilities, training providers, and external schemes such as Access to Work. Without coordination, support can become slow, inconsistent, or dependent on individual managers.
The platform approach reflects how HR technology is expanding beyond records and recruitment into employee experience, compliance, and support management. Employers increasingly need evidence that adjustments have been considered, implemented, reviewed, and improved where necessary. Email chains and spreadsheets are rarely enough when support has to be consistent across teams, locations, and managers.
There is also a productivity dimension. Neurodivergent employees may bring strengths in pattern recognition, creativity, problem solving, focus, or systems thinking, but poorly designed working environments can limit those strengths. Adjustments such as communication preferences, quiet spaces, assistive technology, coaching, flexible routines, or clearer task structures can improve both inclusion and performance.
Awareness events can help, but sustainable neuroinclusion depends on whether employees can access support, whether managers know what to do, whether adjustments are reviewed, and whether the organisation learns from patterns across the workforce. A platform will not solve those issues alone, but it can give structure to support that is often fragmented.
neurohub’s launch points to a more operational model of workplace inclusion. As employers compete for talent and manage rising expectations around wellbeing and accessibility, the ability to deliver practical adjustments consistently is becoming part of workforce resilience, not only a compliance consideration.
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