Misophonia in the Workplace: Understanding and Supporting a Hidden Neurodiversity

What is Misophonia?

Misophonia literally “hatred of sound” is a neurological condition where specific everyday sounds trigger intense emotional reactions such as anger, anxiety, panic, or disgust. These reactions are not simply irritations; they can be overwhelming and debilitating, often leading to avoidance behaviours, workplace stress, and social isolation. Common triggers include:

• Chewing or slurping

• Pen clicking or keyboard tapping

• Breathing, sniffing, or yawning

• Footsteps or repetitive tapping

These sounds, often dismissed as background noise by neurotypical individuals, can provoke a fight-or-flight response in someone with misophonia. This can result in physical tension, emotional distress, or even verbal outbursts.

A 2023 UK study using the S-Five psychometric tool found that:

• 18.4% of the population experience misophonia to a degree that significantly impacts their lives

• Only 13.6% had heard of the condition

• Just 2.3% self-identified as having it, suggesting widespread under-recognition

Despite its prevalence, misophonia is not yet formally recognised in the DSM-5 or by many workplace policies, leaving affected individuals without clear pathways to support or reasonable adjustments.

Why It Matters in Local Government

Local government workplaces often involve open-plan offices, shared spaces, and collaborative environments all of which can be challenging for individuals with misophonia. Without awareness and accommodations, these staff may struggle silently, affecting their wellbeing and productivity.

As Councillor Ross Henley of Somerset West and Taunton Council puts it:

“We want to raise awareness amongst staff to be able to recognise and support colleagues, customers, members and partners, making our working community more inclusive.”

Julie Jordan, Strategic HR Lead at the same council, adds:

“We’re setting up a working group consisting of staff who either have neurodivergent challenges themselves or support friends and family who do. This group will help us shape our plans and test training, guidance and management toolkits before they are rolled out.”

This proactive approach reflects a growing recognition that neurodiversity includes sensory conditions like misophonia, and that inclusive policies must evolve to meet these needs.

Misophonia as a Hidden Disability

West Suffolk Council’s neurodiversity guidance describes conditions like misophonia as “invisible disabilities”, often overlooked in recruitment and workplace design:

“Neurodiverse individuals often go undiagnosed in life and are overlooked at work and in recruitment processes, and may find themselves marginalised by organisation cultures, processes and technology that do not consider their thinking styles.”

This invisibility can lead to misunderstanding, stigma, and even bullying. As the advocacy group soQuiet notes:

“Common sounds and sights can make working into a torturous experience for people with misophonia. An employee might have fears of being misunderstood, disbelieved, even bullied or fired for speaking up about their sensory needs.”

Challenges Faced by People with Misophonia

Misophonia can profoundly affect a person’s ability to function in everyday environments especially in workplaces that are not designed with sensory sensitivity in mind. For local government staff, the challenges are often compounded by the collaborative, public-facing nature of their roles.

Workplace Stress

Open-plan offices, communal eating areas, and frequent meetings are staples of many council buildings. For someone with misophonia, these environments can be overwhelming. The constant exposure to triggering sounds  such as chewing, pen clicking, or throat clearing can lead to chronic stress, reduced concentration, and even physical symptoms like headaches or nausea.

“I used to dread team meetings. The sound of someone stirring their tea or tapping their nails on the desk would make my skin crawl. I couldn’t focus on anything else.” Anonymous council officer, shared via soQuiet

Social Isolation

To avoid distress, individuals with misophonia may withdraw from shared spaces, skip lunch breaks, or avoid collaborative tasks. This can lead to feelings of loneliness and exclusion, especially in cultures that value visibility and teamwork.

“I started eating lunch in my car just to avoid the staff kitchen. It wasn’t just the chewing it was the fear of being judged for reacting to it.” Local government employee, West Midlands

Misunderstanding and Stigma

Misophonia is still poorly understood, even among HR professionals and managers. Reactions to trigger sounds may be misinterpreted as rudeness, moodiness, or lack of professionalism. This misunderstanding can lead to strained relationships, disciplinary action, or reluctance to disclose the condition.

“I didn’t know how to explain it without sounding irrational. People thought I was being dramatic or difficult.” Employee testimony via soQuiet

Mental Health Impact

The emotional toll of misophonia is significant. Studies have linked it to increased levels of anxiety, depression, shame, and even trauma-like symptoms. The constant need to suppress reactions or mask distress can lead to burnout and reduced job satisfaction.

A 2023 UK case series found that individuals with misophonia often experience:

• Hypervigilance in social settings

• Avoidance behaviours that limit career progression

• Internalised shame due to lack of understanding from others

“Misophonia isn’t just about being annoyed by sounds. It’s about feeling trapped in your own body, unable to escape something that others don’t even notice.” soQuiet advocacy group

Case Study: CBT in a UK Psychology Service

In 2023, a UK specialist psychology service conducted a case series evaluating the effectiveness of formulation-driven Cognitive Behavioural Therapy (CBT) for individuals with misophonia. The study involved 19 patients, each receiving an average of 13 hours of therapy tailored to their unique sensory triggers and emotional responses.

The results were promising:

• 78% of participants showed reliable improvement in their symptoms

• 61% achieved clinically significant change, meaning their distress levels dropped to a degree that improved daily functioning

• Patients reported reduced avoidance behaviours, improved emotional regulation, and greater confidence in managing triggers

CBT in this context focused on:

• Reframing the emotional response to triggering sounds

• Building coping strategies to reduce hypervigilance

• Addressing shame and anxiety associated with the condition

• Improving communication with colleagues and managers

This case study highlights that psychological support can be highly effective, especially when combined with workplace accommodations. It also underscores the importance of recognising misophonia as a legitimate condition deserving of clinical and organisational attention.

“CBT gave me tools to understand my reactions and take control. I no longer feel like I have to hide or apologise for my condition.” Participant in the UK case series

How Individuals Can Help Themselves

While systemic support is essential, individuals with misophonia can take proactive steps to manage their condition and improve their experience at work. These strategies empower staff to advocate for their needs, reduce distress, and maintain productivity in environments that may not yet be fully inclusive.

1. Noise-Cancelling Headphones or Earplugs

These are often the first line of defence. High-quality noise-cancelling headphones can block out ambient sounds during meetings, desk work, or travel. Discreet earplugs are useful in settings where headphones may not be appropriate, such as face-to-face interactions or public engagements.

“I use earplugs during council meetings. They don’t block everything, but they take the edge off. It’s the difference between surviving and thriving.”  Local authority officer, Sussex

Some councils have begun offering sensory kits including earplugs and fidget tools  as part of their wellbeing resources.

2. Trigger Logs

Maintaining a journal of triggering sounds, environments, and emotional responses can help individuals identify patterns and develop coping strategies. This log can also be a valuable tool when discussing adjustments with HR or occupational health.

A trigger log might include:

• Time and location of the trigger

• Type of sound

• Emotional and physical response

• Coping strategy used

• Outcome or effectiveness

This reflective practice helps build self-awareness and supports evidence-based conversations with managers.

3. Remote or Flexible Working

Remote working can significantly reduce exposure to triggering environments. Councils with flexible working policies such as hybrid models or staggered hours enable staff to tailor their schedules around sensory needs.

“I work from home two days a week, which gives me space to decompress. It’s made me more productive and less anxious.”  Local government employee, Greater Manchester

Flexible arrangements also allow individuals to avoid peak times in shared spaces, such as lunchrooms or open-plan offices.

4. CBT or Mindfulness

Cognitive Behavioural Therapy (CBT) and mindfulness-based approaches can help individuals reframe their responses to triggers and reduce emotional distress. These therapies focus on:

• Identifying and challenging negative thought patterns

• Building tolerance to triggering stimuli

• Developing relaxation and grounding techniques

Accessing these services through Employee Assistance Programmes (EAPs) or external providers can be transformative. Some councils offer subsidised therapy or wellbeing coaching as part of their HR offer.

“CBT helped me understand that my reaction wasn’t irrational it was neurological. That shift in thinking changed everything.”  Participant in UK psychology service case study

5. Clear Communication with Managers and HR

Disclosing misophonia and explaining specific needs can lead to reasonable adjustments that make a significant difference. While disclosure can feel daunting, many councils now have neurodiversity policies that encourage open dialogue and proactive support.

Resources like the soQuiet Workplace Toolkit or internal guidance documents can help structure these conversations. Key points to cover include:

• Description of the condition and triggers

• Impact on work and wellbeing

• Suggested adjustments or accommodations

• Willingness to collaborate on solutions

“Once I explained my condition to my manager, they were incredibly supportive. We agreed on a few simple changes like moving my desk and using headphones and it made a huge difference.”  Local authority employee, North West England

Conclusion

Misophonia is a hidden but deeply impactful neurodiversity that affects nearly one in five people in the UK  a prevalence that demands attention, especially in public sector workplaces. For local government officers, recognising and supporting staff with misophonia is not merely a matter of compliance with equality legislation; it is a proactive commitment to inclusion, wellbeing, and organisational excellence.

In environments where collaboration, public service, and community engagement are central, failing to accommodate sensory differences can lead to disengagement, mental health challenges, and talent loss. Conversely, embracing neurodiversity including conditions like misophonia can unlock greater creativity, resilience, and loyalty among staff.

“We must move beyond awareness to action. Supporting neurodiverse staff, including those with sensory conditions like misophonia, is not just the right thing to do it’s essential for building modern, inclusive councils.”  Council Leader, anonymised for publication

By embedding awareness into training, offering reasonable adjustments, and fostering compassionate leadership, councils can lead the way in creating workplaces where neurodiverse staff not only survive but thrive. This means:

• Listening to lived experiences

• Designing inclusive policies

• Equipping managers with the tools to respond with empathy

• Creating physical and cultural environments that reduce harm and promote belonging

As local government continues to evolve in response to societal needs, embracing neurodiversity is not a niche concern it is a strategic imperative. Misophonia may be invisible, but its impact is real. And with the right support, those affected can contribute fully, confidently, and meaningfully to public service.