When remote work became widespread, many neurodivergent professionals felt a wave of relief. No more fluorescent-lit open offices. No more forced small talk in the kitchen. No more sensory overload from a room full of simultaneous conversations. Remote work was going to be the great equaliser. The reality turned out to be more complicated.

What Got Better

Remote work did deliver real benefits for many neurodivergent workers.

•  Control over sensory environment including lighting, noise levels, and temperature

•  Reduced social masking with fewer face-to-face interactions requiring performative behaviour

•  More asynchronous communication which benefits people who process information better in writing

•  Flexible scheduling that accommodates variable energy levels and focus patterns

•  Elimination of commuting stress and the executive function demands of getting to an office

What Got Worse

But new problems replaced old ones, and some existing challenges intensified.

•  Video calls became the default and brought their own sensory and social demands including managing eye contact on camera, processing visual and auditory information simultaneously, and performing attentiveness

•  Written communication volume exploded and with it the risk of tone misinterpretation multiplied across dozens of daily messages

•  Social cues became harder to read without body language and physical context

•  Isolation increased for people who relied on structured workplace routines for social connection

•  Always-on culture blurred boundaries between work and rest, which is particularly harmful for people who struggle with executive function

The Visibility Problem

In an office, a manager might notice that someone goes quiet after a difficult meeting or seems overwhelmed during a group brainstorm. Remotely, those signals disappear. Neurodivergent employees can struggle in silence because there are fewer natural checkpoints.

•  Burnout builds invisibly when there are no physical cues to trigger concern

•  People who mask heavily in person may mask even harder on video to compensate for reduced social data

•  Communication breakdowns accumulate faster when there is no hallway conversation to clear up a misunderstood message

What Actually Helps

The answer is not returning to the office or staying fully remote. It is being intentional about communication regardless of location.

•  Make communication preferences explicit through shared profiles rather than expecting people to adapt to unwritten norms

•  Offer genuine channel flexibility where people can choose async or sync based on the topic and their processing style

•  Use AI tools to flag potential misunderstandings in written communication before they escalate

•  Schedule regular one-on-ones with structure so neurodivergent employees have a predictable space to raise concerns

•  Audit your team's communication load because more messages does not mean better communication

The Real Lesson

Remote work did not solve neurodivergent communication challenges. It changed them. The professionals who benefit most are the ones whose teams invested in communication transparency regardless of where people sit. Location is just the setting. Communication style is the substance.