Neurodiversity and the European Accessibility Act

The European Accessibility Act (EAA) came into force in Ireland on June 28th, 2025. This landmark legislation is designed to ensure that people with disabilities — including neurodivergent individuals — can access products, services, and workplaces on an equal basis.

For employers, this isn’t just about compliance. It’s about recognising the diversity within your workforce and creating environments where everyone can thrive.

What the EAA Means for Employers

The Act covers digital platforms, banking, e-commerce, transport, and more — but for employers, the biggest impact lies in accessibility in the workplace. That includes:

Recruitment and HR systems

Training platforms and e-learning tools

Internal communications and employee resources

Everyday workplace practices and policies

In short, the EAA requires employers to think carefully about how inclusive and accessible their systems and policies really are.

Why Neurodiversity Matters in Accessibility

Too often, accessibility is framed only in terms of physical access. But accessibility also means ensuring that neurodivergent employees — autistic, ADHD, dyslexic, and others — can access and participate fully in the workplace.

Some examples:

Recruitment: Online application systems that aren’t screen-reader friendly, or interview processes that disadvantage neurodivergent candidates.

Training: E-learning platforms without captions, transcripts, or flexible formats.

Policies: “One-size-fits-all” procedures that don’t reflect the realities of sensory differences or executive functioning challenges.

The EAA pushes organisations to widen their view of accessibility — and that’s where neurodiversity inclusion comes in.

Practical Steps for Employers

Here are three steps you can take right now:

Audit your systems and processes

Are recruitment platforms and HR tools accessible?

Are training materials captioned, easy to navigate, and available in multiple formats?

Review your workplace policies

Do your policies reflect inclusive practice or simply compliance language?

Could they be strengthened by adding neurodiversity-friendly adjustments?

Invest in training and awareness

Train managers, HR, and interview panels on neurodiversity and accessibility.

Build a culture where employees feel safe to request supports — or, as I call them, “success enablers.”

Moving Beyond Compliance

The EAA provides a baseline. But employers who want to attract and retain diverse talent must go further — embedding accessibility and neurodiversity inclusion into everyday practice.

This isn’t just good ethics. It’s good business. Inclusive workplaces enjoy stronger retention, innovation, and employee wellbeing.

Call to Action

The EAA is already here. The question for employers is: are your policies and practices truly accessible for neurodivergent staff?

👉 I provide training and consultancy to help organisations:

Develop inclusive policies that align with the EAA

Train leaders and staff on neurodiversity and accessibility awareness

Build a workplace culture where everyone can succeed

If you'd like to ensure your organisation is not just compliant but confidently inclusive, book a training session or consultation Alternatively, contact us for more information.