Your duty of care doesn’t stop at the office door — especially when you don’t know who’s struggling.

Imagine this.

You send a valued employee or contractor on a routine work trip.
They say everything’s fine.
But they come back exhausted, disengaged — or worse, they don’t come back at all.

No complaints were raised.
No obvious red flags.
Just a growing sense that something’s not working.

Now imagine the root cause wasn’t the work — it was the accommodation.

A noisy, overwhelming, poorly suited environment that triggered anxiety, disrupted sleep, and left your employee masking through fatigue and burnout.

And you had no idea.

Because their neurodivergent needs were invisible — and unasked for.

This is the hidden risk of ignoring inclusive travel.

Not all disabilities are visible — but the impact is real

According to the UK government, 70–80% of disabilities are hidden.
That includes:

• Autism
• ADHD
• OCD
• Anxiety disorders
• Sensory processing issues
• PTSD
• Chronic fatigue and pain conditions
• Learning differences

These conditions don’t come with a badge.
And many affected employees don’t disclose them.

Why?

• Fear of being seen as “difficult”
• Past discrimination
• No formal diagnosis
• Internalised pressure to just “cope”

But when accommodation isn’t inclusive, they’re not just uncomfortable — they’re at risk.

The legal and reputational consequences of inaction

Under the Equality Act 2010, you have a duty to make reasonable adjustments for disabled employees.

That includes during travel.

📌 If someone has a condition that qualifies as a disability and they suffer harm — physical or psychological — due to unsuitable accommodation, your business may be held accountable.

Even if you didn’t know.

Because the law recognises constructive knowledge — what you should have known had you taken reasonable steps.

🛑 Risk isn’t just about slips and falls.
It’s about mental health.
Sleep.
Neuroregulation.
Burnout.
Attrition.

And employers that ignore this open themselves up to claims, poor PR, and talent loss.

Risk mitigation isn’t just policy — it’s practice

Ticking a box on a booking platform won’t cut it.

✅ “Accessible property” often just means wheelchair ramps — not sensory calm
✅ Generic hotels with loyalty points don’t ask the right questions
✅ Outsourced travel agents rarely consider neurodivergence unless told directly

If your travel booking system doesn’t proactively support hidden needs, it’s leaving your business exposed.

What real inclusivity looks like

At Diverse Nation, we specialise in neurodivergent-friendly accommodation that removes risk, not just reacts to it.

🧠 We design for sensory safety
🧾 We provide full transparency before booking
🔐 We minimise environmental triggers
🧘 We offer regulation-supportive spaces
💬 We communicate clearly, respectfully, and accessibly

Whether it’s an autistic software engineer, an ADHD consultant, or a traumatised contractor — we create spaces that feel safe, not hostile.

That’s your duty of care in action.

Hidden risk can become hidden value — if you act now

When you prioritise inclusive stays:

✅ You protect your people
✅ You comply with legal standards
✅ You build genuine trust
✅ You reduce churn and boost loyalty
✅ You foster a culture that says “we see you — even when it’s not obvious”

And when your people feel safe, they perform better.
They stay longer.
They advocate for your business.

5 ways to reduce risk today

1. Update your travel policy to include neurodivergent needs
2. Partner with inclusive providers like Diverse Nation
3. Create anonymous feedback loops about accommodation
4. Train managers on hidden disabilities and sensory support
5. Proactively offer adjustments before people have to ask

Because silence doesn’t mean everything is fine.
Sometimes it means no one felt safe enough to speak.

Make the hidden visible — and do better by everyone

🟢 Learn more about our neurodivergent-friendly properties: www.diversenation.co.uk
🟢 Want to reduce travel risk and increase workforce wellbeing? Let’s talk.

Your next duty of care opportunity isn’t in a meeting room.
It’s where your team lays their head.