The Sensory Workplace Puzzle: Which Stimuli Are Perceived as Most Disruptive by Autistic Employees?

Social and auditory stimuli were most prominent barriers. Open-text responses highlighted limited personal space, high social density, and auditory disruption (e.g., background and competing noise, and low-level repetitive sounds). Sensory barriers were associated with lower job satisfaction, job performance (technical and social), and self-efficacy with perceived environmental control mediating this relationship. Effects were small-to-moderate in magnitude.

Conclusion: Social and auditory stimuli appear particularly problematic in office settings, and perceived environmental control could be a key mechanism linking sensory barriers to work-related outcomes among autistic employees.

The study will be presented at two conferences, among others:

1. Transdisciplinary Workplace Research Conference 2026 (TWR), Zurich, 2–5 September 2026
2. International Association for People-Environment Studies (IAPS) Conference 2026, Guildford, 29 June - 3 July 2026: Symposium "Neuroinclusion by Design: "Creating Organizational Environments That Benefit All", run by Clara Weber & Luca Franko ELTE, Budapest

Background

Autism is associated with sensory processing differences, including hypersensitivity to sound, light, smell, and social proximity. Consequently, office environments can be experienced as “real torment,” undermining wellbeing and functioning at work. Although workplace accommodation guidelines recommend managing sensory conditions, the evidence base remains limited, highlighting the need for theoretically driven studies that identify disruptive stimuli and mechanisms such as perceived environmental control.

Objectives

This study aimed to identify which sensory stimuli in office settings are appraised as the greatest barriers to working well by autistic employees; (2) examine whether sensory barriers are associated with self-efficacy, job satisfaction, and job performance; and (3) test whether perceived environmental control mediates these relationships.

Methods

An online cross-sectional survey employing an ICF environmental-barriers lens was conducted with autistic office workers in the United Kingdom (N = 206; 26–61 years; 38% men) across sectors, roles, and office types. Recruitment was multi-source via social media, national charities, and Prolific.