ADHD and the Workplace

In the last few years, ADHD has found itself in the spotlight with much greater public awareness of it as a disorder and with a significant increase in diagnosis. In particular, and for a variety of complex reasons, there has been an increase in late diagnosis in adults and notably, in women. As a result, employers need to be alert to and understanding of ADHD in the workplace and the issues that surround this.

Symptoms vary massively from one individual to another and not everyone with ADHD needs extra support in the workplace. However, the reality is that for some people with ADHD, their symptoms can be complex and will have a significant impact on their working life.

There are adjustments that can be made to a working environment that can help someone with ADHD work more effectively and efficiently and often these adjustments are easy and inexpensive to implement. Combined with a greater understanding of ADHD and its symptoms, these things can make a big difference.

What is ADHD?

Attention deficit hyperactivity disorder (ADHD) is a neurodevelopmental disorder characterized by three central symptoms:

• Inattention (difficulty paying attention, and staying focused and organised)
• Hyperactivity (including fidgeting, restlessness, stimming and talking excessively)
• Impulsivity (interrupting others, making impulsive decisions)

People with ADHD often (but not always) also have other conditions such as dyslexia, dyspraxia, tics, autistic spectrum disorder, anxiety and depression.

ADHD symptoms in the workplace

In the workplace, ADHD can manifest itself in a number of ways:

• Poor time keeping and time management
• Being disorganised and easily distracted
• Procrastination and putting things off to the last minute
• Having difficulty concentrating on and / or finishing a task
• Careless mistakes and daydreaming
• Lack of confidence, over sensitivity and feelings of overwhelm
• Impulsiveness and risk taking
• Impatience, restlessness and an interrupter
• Zoning out or having meltdowns

However, ADHD can also mean an individual:

• Has the ability to hyper focus on something they’re interested in
• Is calm in a crisis
• Is spontaneous and highly creative  
• Has relentless energy and drive particularly when confronted with a pressing deadline

ADHD and the law

The Equality Act 2010 defines a disability as a physical or mental impairment which is long term and has an adverse effect on the person’s ability to carry out day-to-day activities. The effect of the impairment must be significant, but this means that ADHD can be a disability under the Equality Act 2010. That said, a medical diagnosis of ADHD does not automatically mean that someone is disabled under the Equality Act. 

Reasonable adjustments

Employers must make reasonable adjustments to make sure workers with disabilities, or physical or mental health conditions, are not substantially disadvantaged when doing their jobs.

This applies to all workers, including trainees, apprentices, contract workers and business partners. Employers should consider the following four areas:

• Adjusting the working environment
• Changing work patterns
• Providing additional support
• Adjusting recruitment processes

The size of the employer and available resources will be relevant when considering how reasonable an adjustment is.

Examples of reasonable adjustments

Examples of a reasonable adjustment include:

• Allowing the employee to wear headphones or work in a quite space to reduce distractions
• Allowing frequent breaks and movement with scheduled breaks during long meetings
• Agreeing flexible start times
• Installing visual prompts like clocks, charts or checklists
• Increased supervision / frequent check-ins and feedback
• Improved instruction giving – with written notes and bite size tasks
• Operating a buddy system for tasks to help maintain focus
• Allowing the employee to delegate certain tasks that they struggle with
• Making use of suitable technology – such as to do list Apps and reminders
• Providing coaching to help develop skills and strategies

Good practice

Whether or not an employee’s ADHD amounts to a disability, it is still good practice to find out about the condition and how it affects people so that you can do what you can to support them.

If an employee discloses to their employer that they have an ADHD, you must bear in mind the employee’s right to confidentiality and also the fact that they may have been very nervous and uncertain about telling you. Sensitivity is required.

That said, with the right support in place, an individual with ADHD can be a valuable additional to the team that brings with them unique strengths and skills and adds depth and diversity to your workplace.  

Get in touch

If you would like to discuss an employment or ADHD in the workplace issue, please get in touch today.

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