What can I do at work to help someone when they want support without other people making assumptions?

Short answer

Offer support as an option with privacy and consent.

What this can look like

Support can become intrusive when a manager takes over or seeks private detail.

Why it can happen

A person may want a practical adjustment, a different format, space, information or no discussion at all. Respecting that choice is part of inclusive management.

What might help

Ask what would help, offer options and keep the answer voluntary.

What the research helps explain

Australian autism guidance and research on masking describe meaningful differences in sensory experience, communication, routines, transitions and recovery. At work, person-led, context-aware options can improve access without requiring a person to disclose or be identified as autistic or AuDHD.

What can vary

People differ widely in communication, sensory needs, recovery and preferred support. Similar experiences can have other explanations. Do not infer identity, ask for private information or make adjustments conditional on disclosure.

For this situation

For you, say what options are available without asking for a personal explanation.

More info and original sources

Poko summarises the relevance of public original sources and links out for anyone who wants to read more.

• National Guideline for assessment and diagnosis of autism — Australian evidence guidance on autism assessment, varied presentation and appropriate limits.
• Autism Support Strategies — Australian public guidance on practical, person-led environmental and communication supports.