A Guide for Employers on ADHD

What is ADHD and how can employers support employees with this condition?

ADHD, or Attention Deficit Hyperactivity Disorder, is a neurodivergent condition characterised by behavioural traits such as impulsivity, hyperactivity, and challenges with focus and organisation.

Under the Equality Act 2010, ADHD can be considered a disability if it has a substantial and long-term impact on an individual’s ability to perform everyday activities. Understanding this helps employers provide appropriate support and create an inclusive workplace where employees with ADHD can thrive.

Basic Definitions

Neurodiversity – the concept that neurological differences are a natural and valuable part of human variation.

Neurodivergent – an adjective used to describe someone whose brain functions differently from what is considered typical.

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✅ Correct terminology

• I work with individuals with neurodiversity
• I work with neurodivergent people
• I work with neurodivergence

❌ Incorrect or less appropriate terminology

• I work with neurodiversity
• Neurodiversity conditions such as autism
• Neurodivergence such as autism

Strengths in the workplace

• Creativity
• Problem-solving
• Passion
• Hyperfocus
• Generosity
• Innovative thinking
• Empathy
• Strong sense of fairness
• Resilience

Challenges in the workplace

• Difficulty with focus and concentration
• Prioritising tasks
• Organisation
• Time management
• Memory issues
• Processing information
• Impulse control
• Sensory sensitivities
• Communication difficulties

Actions to Support Employees with ADHD

• Develop and maintain a clear neuro-inclusion policy outlining how your workplace supports neurodivergent employees.
• Offer training on neurodiversity, with a focus on ADHD, to increase awareness and understanding across the team.
• Check in regularly with the employee to understand how they are feeling and coping.
• Work with the employee to explore how their ADHD affects their role and how their role may impact their ADHD.
• Discuss and agree on reasonable adjustments that will help the employee perform at their best.
• Consider document formatting and communication methods that may be needed, and share these adjustments with the team.
• Collaborate with the employee to create a development plan that supports their growth and success.
• Develop Licences to Thrive to identify and document how the employee works best, promoting a personalised approach to success.
• Provide ongoing support as needed, ensuring the employee can access help when required.
• Review working arrangements regularly and make adjustments if necessary, in consultation with the employee.

Reasonable Adjustments

Employers are legally required to make reasonable adjustments for employees with a disability, and ADHD may be considered a disability under the law. Examples of adjustments that can support employees with ADHD include:

• Access to a quiet workspace
• Use of noise-cancelling headphones
• Standing desks or alternative seating options
• Frequent, shorter breaks to maintain focus
• Scheduling tasks around medication routines
• Allowing extra time to prepare for meetings
• Using note-taking tools or apps
• Maintaining to-do lists or task management apps
• Offering flexible start and finish times
• Providing visual prompts to aid organisation
• Managing deadlines with frequent check-ins and progress reviews