Managing Burnout for Neurodivergent Professionals: Spoon Theory and Remote Work

By: Dr Stephanie and David Eubank. 

Neurodivergent individuals often face unique challenges in the workplace, particularly around energy management, emotional masking, and sensory overload. The Spoon Theory, a metaphor used to describe limited energy reserves, is especially relevant for managing burnout and workplace PTSD. This article explores how remote work, when implemented with flexibility and understanding, can support neurodivergent employees and reduce risks of burnout and workplace violence.

Spoon Theory, developed by Christine Miserandino, describes how individuals with chronic conditions or neurodivergence must ration their energy (‘spoons’) throughout the day. In a traditional workplace, neurodivergent employees may expend excessive spoons on emotional masking, social navigation, and sensory regulation. This constant energy depletion can lead to burnout, anxiety, and PTSD.

Remote work offers a reprieve from many of these stressors. When managed with empathy and flexibility, remote environments allow neurodivergent individuals to control their sensory input, reduce emotional masking, and structure their day around energy availability. This autonomy can significantly reduce emotional exhaustion and improve productivity.

Workplace PTSD is often triggered by chronic stress, lack of accommodations, and interpersonal conflict. Unaddressed trauma can escalate into emotional dysregulation and, in rare cases, workplace violence. Creating inclusive environments that respect neurodivergent needs is essential for safety and well-being.

Neurodivergent individuals can take proactive steps to manage burnout and PTSD at work:
– Use Spoon Theory to plan daily tasks and prioritize energy
– Advocate for remote or hybrid work arrangements
– Create sensory-friendly workspaces
– Practice self-care routines and mindfulness
– Seek trauma-informed therapy and peer support
– Use assistive technologies to reduce cognitive load

Understanding and applying Spoon Theory in workplace settings can empower neurodivergent professionals to manage their energy and mental health. Remote work, when designed inclusively, offers a powerful tool to reduce burnout, support PTSD recovery, and prevent workplace violence. Organizations must embrace flexible, trauma-informed practices to build truly inclusive and safe work environments.

References

American Psychological Association. (2023, May 12). Employers need to focus on workplace burnout: Here’s why. https://www.apa.org/topics/healthy-workplaces/workplace-burnout

Pinheiro, M., Ivandic, I., & Razzouk, D. (2017). The economic impact of mental disorders and mental health problems in the workplace. In D. Razzouk (Ed.), Mental health economics: The costs and benefits of psychiatric care (pp. 415-430). Springer. https://doi.org/10.1007/978-3-319-55266-8_28

Schulte, P., et al. (2024). An urgent call to address work-related psychosocial hazards and improve worker well-being. CDC. https://blogs.cdc.gov/niosh-science-blog/2024/04/10/workplace-psychosocial-hazards/

Miserandino, C. (2003). The Spoon Theory. But You Don’t Look Sick. https://butyoudontlooksick.com/articles/written-by-christine/the-spoon-theory/

DrStephanieBeardBareRemoteResearch.org. (2025). Remote Work and Neurodivergence. https://drstephaniebeardbaremoteresearch.org/