Neuroinclusion requires creating comprehensive systems of work that support the ability to replenish human energy and avoid burnout. While sustainable work is important for all, managers need to understand neurodivergent differences in social, cognitive, emotional, and sensory needs, along with the unique mechanisms of neurodivergent burnout. Rest is not one-size-fits-all. To be effective, rest needs to be tailored and flexibly facilitated.

Neurodivergent people often bring exceptional strengths to the workplace—such as innovative thinking. However, to bring out these strengths sustainably, it’s crucial to prioritize their well-being. One powerful approach is to apply the concept of the “7 types of rest,” developed by Dr. Saundra Dalton-Smith, which offers a framework for understanding the different ways people can feel depleted and the specific kinds of rest needed to restore balance.

This article explores how these types of rest can be applied to support the well-being and productivity of neurodivergent employees.

1. Physical Rest: Respecting the Body’s Need for Recovery

Physical rest is about allowing the body to recover and rejuvenate, which can be achieved through sleep (passive rest) or activities like stretching and yoga (active rest).

While all employees need physical rest, neurodivergent people may experience heightened sensitivity to physical stressors. Managers should encourage regular breaks and ensure that the physical environment is conducive to physical well-being. Recognize the signs of physical fatigue, and proactively address them to prevent burnout.

Offer flexible schedules that allow for power naps, quiet time, or stretching, and ensure that employees have individually adjustable, ergonomic workspaces that reduce physical strain. These aren’t perks—they’re essential tools for optimal well-being and performance.

While generally regularly scheduled breaks may be advisable and, in some jurisdictions, required, it is important to understand and respect some employees’ preferences for uninterrupted work while in hyperfocus, especially when such preference is indicated by an employee. Rather than interrupting employees in hyperfocus, build in gentle reminders to take breaks aligned with the natural flow of work (e.g., when a segment of work is completed, a gentle digital reminder to celebrate appears) and enable easy access to essential replenishments such as water. Support sufficient compensatory recovery periods following the periods of hyperfocus.

Actionable Tips: Implement policies that allow for flexibility to take shorter or longer breaks that align with each individual’s energy patterns, and provide quiet rooms where employees can rest without interruption.

As I discuss in my book, “The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work,” both productivity and well-being benefit when organizations focus performance evaluation on outcomes of work and support employees in managing their energy in ways that align with their needs.

2. Mental Rest: Alleviating Cognitive Overload

Mental rest involves giving the brain a break from constant thinking and processing, which can be facilitated through short breaks, or activities that clear the mind.

While autistic employees, in particular, often excel in tasks that require deep concentration, they may also be susceptible to mental fatigue. To prevent cognitive overload, managers should encourage mental rest by allowing for mental breaks, and structuring work to avoid multi-tasking. Some employees appreciate breaking down complex projects into manageable parts. Having clear, step-by-step written instructions for the flow of work can help alleviate everyone’s mental load.

Actionable Tips: Manage mental overload by encouraging mental breaks and limiting multi-tasking.

3. Sensory Rest: Reducing Overstimulation

Sensory rest helps mitigate overload from external stimuli like bright lights, loud noises, or screens by reducing sensory input and creating a more calming environment.

Sensory overload is a common challenge for neurodivergent people, who may be more sensitive to environmental stimuli such as bright lights, loud noises, strong smells, or digital overload (e.g., too many notifications or having to be on video during calls). Managers can support sensory rest by creating sensory-friendly workspaces. This might include limiting noise, installing dimmable lighting, and providing options to work in quieter, less stimulating environments. Additionally, be mindful of the sensory impact of both in-person and virtual meetings or events, and provide sensory-friendly alternatives.

Actionable Tips: Conduct a sensory audit of the workspace and make adjustments to reduce potential triggers for sensory overload. Make sure to solicit input from neurodivergent employees when designing and evaluating workspaces.

4. Creative Rest: Rejuvenating Innovative Thinking

Creative rest involves refreshing the mind when it feels depleted of ideas, often through activities that inspire creativity and provide mental space.

Encourage creative rest by allowing time for activities that inspire and refresh the mind, such as spending time in nature or engaging with art. Managers should also be open to unconventional forms of creative expression and provide opportunities for employees to explore new ideas without the pressure of immediate results.

Actionable Tips: Offer access to creative spaces, such as art rooms, nature-inspired break areas, and outdoors (see ch. 6 of “The Canary Code”). Create neutral workspaces that can be easily transformed with art or plants. Support opportunities for travel and creative retreats.

5. Emotional Rest: Providing Safety for Authenticity

Emotional rest is the freedom to express feelings without judgment or pressure to mask. It requires an environment where individuals can be their authentic selves.

Managers can promote emotional rest by supporting emotional inclusion and ensuring that employees feel safe to be themselves and are not judged for cultural or neurodivergent patterns in emotional expression. Avoid labeling human expressions of joy and sadness as “unprofessional” or the pressure to people-please. Support neurodivergent emotional patterns such as autistic joy.

Actionable Tips: Normalize differences in emotional expression. Establish an emotionally inclusive culture of non-judgmental support and open communication.

6. Social Rest: Balancing Interaction with Solitude

Social rest is the balance of engaging in meaningful, fulfilling social interactions and having time for restorative solitude, which is crucial for those who find socializing draining.

Managers should recognize that while collaboration is important, it’s equally vital to provide space for solitude and independent work.

Facilitate social connection by providing collaborative work environments. At the same time, allow employees to opt out of excessive social interactions, and respect their need for quiet time.

Actionable Tips: Offer flexibility in social participation, such as optional attendance at large social events, opportunities to socialize in small groups and have in-depth one-on-one interactions, or the ability to work from home when needed.

7. Spiritual Rest: Connecting to Purpose and Meaning

Spiritual rest involves a sense of belonging, purpose, and connection to something greater, which can be nurtured through meaningful, purpose-driven work or respect for personal belief systems.

Managers can support spiritual rest by aligning work with meaningful goals, recognizing unique contributions, and creating an inclusive culture that values diversity of thought and experience. Encourage participation in community action or projects that resonate with employees’ personal values.

Actionable Tips: Facilitate opportunities for employees to engage in purpose-driven initiatives, such as volunteering or working on projects that align with their values. Respect spiritual commitments and provide quiet spaces and time for those who practice prayer.

Summary: The Rest Revolution

By applying the 7 types of rest to supporting neurodivergent talent, leaders can create optimal work environments for the productivity and well-being of all employees. This approach recognizes that rest is not a luxury, but a necessity. Rest is also not one-size-fits-all. Respecting and addressing unique rest needs can help unlock the full potential of inclusive organizations.