How Can Performance Reviews Be Adapted for Employees with Autism? 

Performance reviews are a standard part of workplace culture, but they aren’t always designed with neurodivergent employees in mind. For employees with autism, traditional performance reviews can be stressful, ambiguous, and overwhelming. However, with a few adjustments, performance reviews can become a tool for growth, empowerment, and inclusion. 

Here are strategies to make performance reviews more supportive for employees with autism. 

1. Use Clear, Specific Language 

Autistic employees may struggle with vague or ambiguous feedback. To avoid misunderstandings, ensure that feedback is clear, specific, and actionable. Instead of saying, “You need to improve your communication,” provide concrete examples: 

“I’d like you to use email for updates and give brief summaries of meetings before they start.” 

This type of direct feedback helps the employee understand exactly what is expected, which can reduce anxiety and confusion. 

ACAS (2025) recommends clear and specific feedback as part of reasonable adjustments for neurodivergent employees. Clear instructions reduce ambiguity and ensure better understanding and performance. 

2. Provide Feedback in Writing 

Many autistic employees find it easier to process and understand information in writing. ACAS recommends providing written performance reviews in addition to verbal feedback. This gives employees time to reflect on the feedback, absorb it at their own pace, and refer back to it later for clarity. 

Written feedback can also help ensure there’s no ambiguity or miscommunication during the review. 

NHS England (2023) highlights the importance of using multiple forms of communication, including written formats, to support neurodivergent employees in navigating performance reviews. 

3. Allow Extra Time for Processing 

During performance reviews, it’s important to give employees the time they need to process feedback. Autistic employees may take longer to formulate their responses or understand what’s being said, especially in a high-pressure setting. 

Consider scheduling extra time for the review meeting and allowing the employee to ask questions or seek clarification. Let them know in advance that it’s okay to take a moment to think before responding. 

This approach also aligns with the Equality Act 2010, which requires employers to make reasonable adjustments such as additional time during performance reviews, to help autistic employees manage workplace challenges effectively. 

4. Structure the Review with Clear Expectations 

Performance reviews can be overwhelming without structure. NHS England (2023) suggests breaking down the review into clear, manageable sections. For example: 

• What went well: focus on strengths and successes. 

• Areas for improvement: offer specific suggestions for future development. 

• Action plan: outline clear steps and resources for support. 

By structuring the conversation, it becomes easier for the employee to follow and understand. This is aligned with ACAS‘s guidance on how to support neurodivergent employees with structured, supportive feedback mechanisms. 

5. Create a Comfortable and Quiet Environment 

Performance reviews can be sensory overwhelming, especially if they take place in an open-plan office or noisy setting. Consider holding the meeting in a quiet, private space where the employee can feel comfortable and focus on the conversation without distractions. 

If the review takes place in a virtual setting, ensure that the technology is working well and that the environment is calm. 

ACAS encourages employers to adapt to the review environment to meet the needs of neurodivergent employees, ensuring that sensory overload is minimised. 

6. Be Mindful of Social and Emotional Aspects 

Some employees with autism may find it challenging to interpret social cues, engage in small talk, or express emotions in the way that others might expect. It’s important to focus on the content of the review rather than emotional reactions. If the employee appears uncomfortable, avoid pressuring them to engage in social aspects of the conversation. 

You can also check in with the employee at the start of the review to ask about their preferred communication style or any adjustments they may need to make the process easier. 

The National Autistic Society advises employers to be mindful of sensory and social challenges during performance reviews and to offer clear, practical support in a calm, direct manner. 

7. Incorporate Regular Check-Ins Throughout the Year 

Rather than waiting for an annual review, consider having regular, informal check-ins throughout the year. This can help reduce the pressure of a single performance review and provide more consistent feedback. 

Frequent check-ins can also help the employee feel more supported and open to discussing any challenges or adjustments needed during the year. 

NHS England suggests that ongoing, informal feedback allows neurodivergent employees to address challenges more proactively, rather than waiting for an annual review to raise issues.