ADHD IN THE WORKPLACE

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ADHD IN THE WORKPLACE

ADHD IN THE WORKPLACE

19 September 2025 (updated 19 September) ·

Creating an Inclusive Environment Where Adults with ADHD Can Thrive

Understanding ADHD at Work

ADHD (Attention Deficit Hyperactivity Disorder) is a recognised neurodevelopmental condition affecting focus, memory, time management, emotional regulation, and impulse control. While challenges exist, adults with ADHD also bring creativity, energy, problem-solving, and adaptability to the workplace — when the right support is in place.

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FOR INDIVIDUALS WITH ADHD

What You Can Do:

1.Know your rights

ADHD is recognised as a disability under the Equality Act 2010 if it has a substantial and long-term effect on daily functioning.
This entitles you to reasonable adjustments at work.

2.Get support in place

Ask for a Workplace Needs Assessment (through Access to Work).
Let your employer or HR team know what support might help. Disclosure is your choice — you are not obliged to tell anyone unless you want accommodations.

3.Reasonable adjustments might include:

Flexible working hours or hybrid working
Clear written instructions
Task prioritisation help
Reduced distractions (quiet workspace, noise-cancelling headphones)
Extra time for tasks or deadlines
Regular 1:1 supervision or check-ins
Assistive tech (speech-to-text, reminders, planners)

4.Use tools that work for your brain:

Digital task managers (Todoist, Trello)
Timers (Pomodoro technique)
Colour-coded calendars
Verbalising tasks with a buddy or mentor

5.Look after yourself:

Prioritise sleep, exercise, meals
Learn your patterns – when are you most focused?
Request breaks or recovery time if needed

FOR EMPLOYERS AND HR TEAMS

Creating a Neuroinclusive Workplace

1.Understand the impact of ADHD

ADHD is not about laziness or lack of intelligence. It’s about executive function differences.
Employers who support neurodivergent staff benefit from improved creativity, perspective-taking, and team diversity.

2.Your legal duties

Under the Equality Act 2010, ADHD may constitute a disability.
You must make reasonable adjustments to ensure staff are not placed at a disadvantage due to their condition.

3.What are ‘reasonable adjustments’?

These are practical changes that remove barriers.
Examples:
- More frequent feedback and clarity of instructions
- Adjusted start times or deadlines
- Permission to use fidget aids or quiet zones
- Allowing headphones or assistive software
- Delegating tasks that involve excessive administrative detail

4.Encourage Access to Work applications

Government-funded support scheme
May fund coaching, equipment, travel costs, or job-specific adaptations
Apply via:www.gov.uk/access-to-work

5.Adopt ADHD-informed management

Communicate expectations clearly, both verbally and in writing
Be open to feedback on what’s working or not
Avoid micromanaging, but offer structured support
Use strengths-based appraisals — focus on impact, not just process

GOVERNMENT SUPPORT AND POLICY

Equality Act 2010: Legal protection against discrimination for disabilities including ADHD.
Access to Work: Government programme offering financial and practical workplace support.
Disability Confident Scheme: Employers are encouraged to become disability-friendly.

For full guidance:

www.gov.uk/guidance/disability-inclusive-employment

HELPING ADHD EMPLOYEES THRIVE

Supportive strategies that help unlock potential:

Focus on outcomes, not rigid processes
Allow for autonomy where possible
Pair with mentors or allies
Use visual aids for goals and progress tracking
Foster a non-judgmental culture
Provide training for line managers in neurodiversity awareness

FINAL THOUGHTS

ADHD doesn’t define capability — but it can affect how tasks are approached and how support is best delivered. With open communication, reasonable adjustments, and a bit of flexibility, individuals with ADHD can not only function but excel in the workplace.

Let’s shift from seeing ADHD as a barrier to seeing it as a difference — one that, when properly supported, adds richness and resilience to any team.

USEFUL LINKS

Access to Work:www.gov.uk/access-to-work
ADHD Foundation:www.adhdfoundation.org.uk
Mind – Workplace Mental Health:www.mind.org.uk/workplace
Disability Confident Employers Scheme:www.gov.uk/disability-confident

This leaflet is intended as guidance only and does not replace legal or medical advice.