What Is Sheltered Employment and How Does It Relate to Autism? 

Finding meaningful work is one of the biggest challenges autistic adults face, not because of a lack of ability, but because many workplaces are still not designed for neurodiversity. Over the years, several employment models have evolved to bridge this gap, including sheltered employment, supported employment, and competitive employment. Each has its purpose, but they differ greatly in inclusion, pay, and long-term outcomes. 

Understanding Sheltered Employment 

Sheltered employment refers to work carried out in a specialist, segregated environment, often called a sheltered workshop, designed specifically for people with disabilities, including autistic adults. These workplaces typically offer close supervision, adapted tasks, and a slower pace. However, they often pay below the standard market rate and provide limited opportunities for advancement. 

According to the Department for Work and Pensions (DWP) and the British Association for Supported Employment (BASE), sheltered employment is distinct from supported employment, which provides personalised job coaching and adjustments within mainstream workplaces. 

Sheltered employment may suit individuals with severe intellectual or multiple disabilities who require high levels of support, but it is increasingly viewed as a transitional rather than permanent model in the UK. 

How Sheltered Employment Differs from Supported and Competitive Work 

This section explains the key distinctions between sheltered, supported, and competitive employment settings: 

• Sheltered employment takes place in segregated workshops with high supervision and lower pay, often below the national minimum wage. 

• Supported employment happens in mainstream workplaces with equal pay and tailored coaching to ensure inclusion and sustained success. 

• Competitive employment refers to open labour market jobs offering full pay and inclusion, with only reasonable adjustments made as needed. 

Supported employment, as outlined in the DWP’s Local Supported Employment (LSE) programme, has become the preferred approach within UK and NHS policy. NICE and NHS England both identify this as best practice for improving job retention, independence, and wellbeing among autistic adults. 

What the Evidence Shows 

Recent research (2020–2025) highlights clear contrasts between models of employment: 

• A 2023 BMJ Open study found that autistic adults in segregated employment settings earned significantly less and had fewer opportunities for career progression. 

• A 2025 SAGE Journals study showed that participants in supported employment achieved higher job satisfaction, confidence, and retention compared with those in sheltered settings. 

• Evidence from ScienceDirect (2024) and other peer-reviewed sources confirms that supported and competitive employment improve wellbeing, autonomy, and pay equity. 

• The Office for National Statistics (ONS) reports that only 22% of autistic adults in the UK are in paid work, underscoring the urgency of inclusive employment reform. 

• A small PubMed Central cohort study (2023) found that structured sheltered environments can improve daily living skills and engagement for individuals with profound learning disabilities, but results are not generalisable. 

NICE, NHS, and UK Policy Perspectives 

This section outlines national guidelines and policy approaches shaping employment support in the UK: 

• The NICE guideline CG142 and NG93 recommend individualised, strength-based employment support, helping autistic adults enter and stay in open, paid employment. 

• NHS England and DWP programmes like Access to Work prioritise supported employment over sheltered models, funding workplace adjustments and job coaching. 

• The National Autism Strategy (2021–2026) aims to double autism employment rates by 2030, explicitly discouraging long-term reliance on sheltered work settings. 

Ethics and Evolving Practice 

Ethically, sheltered workshops are increasingly debated due to: 

• Pay inequity – Many still pay below the minimum wage. 

• Segregation – Limited opportunities for social inclusion. 

• Lack of progression – Restricted career growth and autonomy. 

Policy trends across the UK and EU now focus on transitioning to integrated employment models. For instance, Italy and Sweden have introduced legislation to ensure all disabled workers receive at least minimum wage, effectively phasing out subminimum pay models by 2025. 

Still, both NICE and DWP guidance acknowledge that for a small group of people with severe intellectual disabilities, safe and meaningful sheltered activities may serve as part of a voluntary, structured day opportunity rather than a long-term work substitute. 

Transitioning from Sheltered to Open Employment 

Moving from sheltered to open employment is achievable when supported by the right interventions. NICE and NHS England recommend: 

• Person-centred employment planning, aligning job goals with strengths and preferences. 

• Tailored job coaching and mentoring, embedded in supported employment models. 

• Employer training and reasonable adjustments, to foster confidence and understanding. 

The DWP’s Local Supported Employment guidance encourages councils to use sheltered placements as stepping stones, integrating them within broader pathways to competitive work. 

Comparative Insights: Key Differences Between Models 

This section highlights the main differences and unique features of various employment models: 

• Sheltered Employment: 

• Low transition rates into open work (typically under 20%) 

• Often below minimum wage and segregated environments 

• May benefit individuals with profound disabilities but limits autonomy and income 

• Supported Employment: 

• Achieves 30–37% employment rates 

• Provides equal pay and inclusive workplaces 

• Supported by NICE, NHS, and DWP as best practice for autistic adults 

• Competitive Employment: 

• Offers full market pay and full inclusion 

• Highest satisfaction and retention rates when accompanied by workplace adjustments and job coaching 

• Considered the long-term goal in UK policy and NICE guidance 

The Takeaway 

Sheltered employment once offered autistic adults a structured route into work, but modern evidence shows supported and competitive employment deliver far greater inclusion, stability, and equality. 

According to NICE, NHS England, and the DWP, sheltered work should be seen as a temporary, voluntary step, not a destination. With person-centred support, job coaching, and inclusive employers, autistic people can and should thrive in open, meaningful, fairly paid work.