Hey there, researchers, students, autistic individuals, and all you wonderful friends and family! We thought you might be interested in this event by Autism at Manchester and The University of Manchester on Wednesday, December 3, 2025, from 5:30 PM to 8:30 PM, at Contact.
Picture a relaxed, cosy café atmosphere filled with tea, biscuits, and comfy chairs, where autism researchers will share their latest insights. It’s a great chance for you to connect, ask questions, and hear from voices in the community. Everyone is welcome - autistic individuals, families, clinicians, students, and anyone who’s curious about autism.
- Listen to engaging talks straight from the researchers
- Dive into casual conversations in a sensory-friendly environment
- Meet others in the autism community and broaden your network
- Enjoy some tea and cake while participating in meaningful discussions
For more information, please send a message to the email in the image. Do let us know if you attend the event. ❤
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Brandon Halstead, who is autistic and has worked as a kitchen porter for Wetherspoons since 2018, found himself facing a hefty £25,000 fine for what the company deemed “dishonesty” after he used his staff discount for a family meal. The amount in question? Just £19.17.
Instead of receiving understanding or support, Brandon was suspended and investigated, leaving him feeling “persecuted and let down.” He explained that he wasn’t aware of the four-person limit on staff meals.
The employment tribunal concluded that Wetherspoons failed to make reasonable adjustments for his autism, enforcing a “zero tolerance” policy on someone who simply needed clearer communication. The judge made it clear: there was no dishonesty involved, just a significant lack of understanding and empathy.
For autistic employees, having clarity, patience, and support isn’t just a nice-to-have; it’s a legal right.
This situation goes beyond just one individual. It highlights the many autistic individuals who face disciplinary actions, job losses, or workplace stress because employers still struggle to understand their needs.
If large companies genuinely want to promote inclusion, they must start by training their managers to grasp neurodiversity and apply policies with compassion.
Inclusion isn’t just a catchy phrase; it’s about how you treat people when it truly counts.
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