Supporting Employees with Tourette’s: A Guide For Employers

Photo by RDNE Stock project

When Lewis Capaldi’s tics interrupted his Glastonbury performance, 100,000 people responded by singing his lyrics back to him — a powerful moment of collective understanding and support. This same spirit of empathy and inclusion needs to extend into our workplaces, where an estimated 300,000 people in the UK live with Tourette’s Syndrome.

As an employer or manager, you have the opportunity to create a work environment where employees with Tourette’s can thrive, contributing their unique talents and perspectives without fear of judgement or discrimination. This guide will help you understand Tourette’s Syndrome and provide practical strategies for building genuinely inclusive teams.

Photo by fauxels on Pexels

What is Tourette’s?

Tourette’s Syndrome (TS) is a neurological condition characterised by involuntary movements and sounds called tics. These tics typically begin in childhood and vary significantly from person to person — no two individuals experience Tourette’s in exactly the same way.

Understanding Tics

Motor tics can include:

• Eye blinking or rolling
• Head movements or jerking
• Shoulder shrugging
• Facial twitches
• Jumping or twirling

Vocal tics can include:

• Throat clearing
• Sniffing or coughing
• Grunting sounds
• Tongue clicks
• Repeating words or sounds

The Coprolalia Myth: One of the most persistent misconceptions about Tourette’s is that everyone with the condition swears involuntarily. This vocal tic, called coprolalia, actually affects only around 10% of people with Tourette’s. Unfortunately, this stereotype often overshadows the reality of the condition and contributes to workplace stigma.

The Variability of Tourette’s

Tics are unpredictable. Some employees may experience tics multiple times daily, whilst others might go weeks or months with minimal symptoms. Tics can also fluctuate in intensity based on stress levels, fatigue, and environmental factors. Many people with Tourette’s can suppress tics temporarily, though this requires significant mental effort and often results in more intense tics later when they’re in a safe space.

It’s also important to recognise that Tourette’s can co-occur with other conditions such as ADHD, OCD, anxiety, or learning differences — creating a unique neurological profile for each individual.

How Tourette’s Can Affect Employees in the Workplace

Photo by Andrea Piacquadio on Pexels

Understanding the workplace challenges faced by employees with Tourette’s is the first step toward creating meaningful support systems.

Stigma and Misunderstanding

The most significant barrier employees with Tourette’s face isn’t the condition itself — it’s how others perceive and respond to it. Tics are often misinterpreted as:

• Intentional disruption or attention-seeking behaviour
• Signs of nervousness or incompetence
• Poor attitude or lack of professionalism

This misunderstanding can lead to judgement, ridicule, or discrimination, creating a hostile work environment that impacts mental health and job performance.

The Energy Cost of Suppression

Many professionals with Tourette’s expend enormous mental energy trying to suppress tics during the working day. This constant effort is exhausting and can actually make tics worse once the person is alone or in a comfortable environment. The anxiety around “holding it in” during important meetings or presentations adds an invisible layer of workplace stress.

Unpredictability and Focus

The unpredictable nature of tics can interfere with:

• Concentration: Managing tics whilst trying to focus on tasks requires mental multitasking
• Communication: Vocal tics can interrupt conversations or presentations
• Task completion: Physical tics might temporarily disrupt typing, writing, or other manual tasks
• Adherence to rigid schedules: Severe tic episodes may require brief breaks

Sensory and Co-occurring Challenges

Employees with Tourette’s may also experience:

• Sensory sensitivities: Harsh lighting, loud noises, or busy open-plan offices can exacerbate tics
• Co-occurring conditions: ADHD may affect time management and organisation; OCD might manifest in specific workplace rituals; anxiety can intensify during high-pressure situations
• Information processing: Some find verbal instructions challenging and benefit from written communication

Not everyone with Tourette’s considers themselves disabled, as symptoms don’t always impact daily functioning. However, Tourette’s is legally recognised as a disability under UK law, protecting employees from discrimination.

Why Support Matters

Photo by Antoni Shkraba Studio on Pexels

Supporting employees with Tourette’s isn’t just the right thing to do — it’s good for business.

The Business Case for Inclusion

People with Tourette’s bring valuable strengths to the workplace:

• Creative thinking and innovation: Neurodivergent perspectives often lead to unique problem-solving approaches
• Attention to detail: Many individuals with Tourette’s demonstrate exceptional focus in areas of interest
• Resilience and adaptability: Navigating a world not designed for their neurology builds remarkable perseverance
• Empathy and emotional intelligence: Personal experience with difference often translates into heightened sensitivity to others’ needs
• Strong sense of justice: Many neurodivergent professionals are driven by fairness and integrity

Retention and Reputation

Creating an inclusive culture where neurodivergent employees feel genuinely valued leads to:

• Higher job satisfaction and loyalty
• Reduced turnover and recruitment costs
• Enhanced employer brand and reputation
• Stronger, more resilient teams
• Increased innovation through diverse thinking

Research consistently shows that diverse teams outperform homogeneous ones. When employees with Tourette’s feel supported rather than stigmatised, they can direct their energy toward contributing their skills rather than masking their condition.

Practical Tips for Employers and Managers: Reasonable Adjustments

Creating a supportive workplace for employees with Tourette’s doesn’t require expensive overhauls — often, simple, thoughtful adjustments make all the difference.

Foster Open Communication

Create psychological safety: Ensure employees feel comfortable disclosing their condition without fear of judgement or negative career consequences. Let them lead conversations about what support might be helpful.

Regular check-ins: Needs can change over time. Schedule informal conversations to ask: “How are things going? Is there anything we could adjust to better support you?”

Educate yourself: Don’t expect employees to educate you about Tourette’s. Take initiative to learn about the condition through reputable sources.

Workplace Adjustments That Make a Difference

Flexible working arrangements:

• Allow hybrid or remote work options where roles permit
• Offer flexible start and finish times to accommodate medical appointments or difficult mornings
• Permit brief breaks when tic episodes intensify

Environmental modifications:

• Provide quieter workspace options or noise-cancelling headphones to reduce sensory triggers
• Offer private spaces for breaks when employees need to tic without suppression
• Adjust lighting if harsh fluorescent lights trigger or worsen tics
• Consider desk location — away from high-traffic areas if preferred

Communication adaptations:

• Provide written agendas and instructions alongside verbal communication
• Allow extra time for presentations if vocal tics might interrupt
• Use video calls with cameras off as an option, reducing the pressure to suppress visible tics

Workload and deadline management:

• Be mindful that stress can exacerbate tics; distribute workload evenly where possible
• Build in buffer time for projects when feasible
• Recognise that some days will be more challenging than others

Reduce Stigma Through Education

Team awareness training:

• With the employee’s consent, provide basic education about Tourette’s to the team
• Emphasise that tics are involuntary and not signs of stress, rudeness, or unprofessionalism
• Create space for questions in a respectful, structured format
• Highlight the employee’s strengths and contributions

Lead by example:

• Model acceptance and patience when tics occur
• Address any inappropriate comments or behaviour immediately
• Celebrate neurodiversity as a valued aspect of team culture

Challenge assumptions:

• Make it clear that Tourette’s doesn’t affect intelligence or professional competence
• Recognise that visible tics don’t determine internal experience — what you see might be a fraction of what the employee manages internally

Practical Trigger Management

Common tic triggers in workplace environments include:

• Noise and stimulation: Open-plan offices, background music, or constant phone notifications
• High-pressure situations: Presentations, difficult conversations, tight deadlines
• Additives and stimulants: Some find caffeine or certain foods affect tic intensity

What you can do:

• Allow headphones to reduce auditory input
• Turn off background music in shared spaces
• Provide advance notice of high-pressure meetings when possible
• Ensure kitchen and break areas offer calm alternatives

Support the Whole Person

Remember that Tourette’s rarely exists in isolation:

• ADHD support: Provide organisational tools, written instructions, and clear deadlines
• Anxiety management: Reduce unnecessary stressors and offer Employee Assistance Programmes (EAP)
• OCD awareness: Understand that certain workplace rituals might be part of managing co-occurring conditions

Photo by fauxels on Pexels

Supporting employees with Tourette’s isn’t about special treatment — it’s about removing unnecessary barriers and creating a workplace culture where everyone can contribute their best work. Just as the Glastonbury crowd instinctively supported Lewis Capaldi, your workplace can be a space where employees with Tourette’s feel seen, valued, and empowered to succeed.

Your Next Steps

As an employer:

1. Review your policies: Ensure recruitment, workplace adjustment, and anti-discrimination policies explicitly include neurodiversity
2. Invest in training: Educate management and HR teams about Tourette’s and other neurodivergent conditions
3. Create feedback channels: Establish safe ways for neurodivergent employees to share what’s working and what isn’t
4. Measure and improve: Track retention and satisfaction among neurodivergent employees and iterate on your approach

As a manager:

1. Start conversations: Ask your team members how you can better support them
2. Model inclusion: Your response to tics sets the tone for the entire team
3. Be flexible: Recognise that one-size-fits-all approaches don’t work for neurodivergent employees
4. Advocate upward: Champion reasonable adjustments and policy changes within your organisation

Need Expert Support?

At Exceptional Individuals, we specialise in helping organisations build genuinely inclusive workplaces for neurodivergent employees, including those with Tourette’s Syndrome. Our team — many of whom are neurodivergent themselves — can provide:

• Bespoke neurodiversity training for managers and teams
• Workplace assessment and adjustment recommendations
• Ongoing coaching and support for neurodivergent employees
• Recruitment services connecting you with exceptional neurodivergent talent

People with Tourette’s are thriving in every profession imaginable — from healthcare and education to technology, finance, trades, and the creative arts. With the right support, your employees with Tourette’s can bring creativity, resilience, and unique perspectives that strengthen your entire organisation.

Contact us today to learn how we can help you create a workplace where neurodivergent employees — and your entire team — can truly thrive.

About Exceptional Individuals: We’re a neurodivergent-led organisation dedicated to supporting individuals and companies in creating inclusive, neuroaffirming workplaces. Our expertise comes from lived experience combined with professional knowledge — because sometimes the best support comes from people who truly understand.

References

Tourettes Association of New Zealand. (2025). Supporting Employees with Tourette Syndrome: Guide for Employers. Retrieved from https://static1.squarespace.com/static/65c817b2a6a5b72d6f0577a9/t/68181f5230f4346e301b97a2/1746411350581/TS+_+GUIDE+FOR+EMPLOYERS.pdf

Reed. (2024). Tourette Syndrome: Understanding and supporting your employees. Retrieved from https://www.reed.com/article/tourette-syndrome-understanding-and-supporting-your-employees

NHS. (2024). Tourette’s syndrome. Retrieved from https://www.nhs.uk/conditions/tourettes-syndrome/

Tourettes Action UK. (2024). What is Tourette Syndrome? Retrieved from https://www.tourettes-action.org.uk