A Brief Employer’s Guide to ADHD - Thrive Law

Definitions, language, tips and resources

What is ADHD and how can you, as an employer, support and manage employees with this condition?

ADHD is Attention Deficit Hyperactivity Disorder

Two people sat around a table, reading and discussing a book.

This is a neurodivergent condition with behavioural symptoms such as impulsiveness and hyperactivity.

ADHD can be a disability under the Equality Act 2010, if the condition has a substantial and long-term negative effect on an individual’s ability to carry out normal day-to-day activities.

Neurodiversity = The concept of neurological differences

Neurodivergent = Adjective

Correct terminology

I work with individuals with neurodiversity

I work with neurodiversity

Neurodiversity conditions such as autism

I work with neurodivergent people

I work with neurodivergence

Neurodivergence such as autism

Strengths in the workplace

Creativity

Problem solving

Passion

Hyperfocus

Generosity

Thinking outside the box

Empathy

Strong sense of fairness

Resiliency

Challenges in the workplace

Focus/concentration

Prioritising

Organisation

Time management

Memory

Processing

Impulse control

Sensory issues

Communication

Actions to support employees with ADHD

Ensure you have a policy on neuroinclusion in your workplace and how you will support your employees.
Talk to the employee and see how they are feeling.
Understand with the employee how their job affects their ADHD and how their ADHD affects their job.
Discuss what reasonable adjustments you can offer and agree with the employee which reasonable adjustments will benefit them.
Create a development plan with the employee to help them succeed.
Consider the formatting which may be required for different types of documents. Communicate across the team on these adjustments.
Ensure you support the employee as and when they require.
Regularly review the employees’ working arrangements and adjust if you both deem it necessary.
Provide training on general awareness on neurodiversity with a focus on ADHD to help the team’s knowledge and understanding.
Create Licences to Thrive to understand how the employees work best.

Reasonable adjustments

It is a legal requirement for employers to make reasonable adjustments in the workplace for employees who have a disability, and ADHD could be seen as a disability. Here are some examples of reasonable adjustments for ADHD:

Quiet space for work

Noise-cancelling headphones

Standing desks

Frequent shorter breaks

Organise work around medication

Allow extra time to prepare for meetings

Consider note-taking tools/apps

To-do lists/apps

Flexible arrival times

Visual prompts

Management of deadlines/frequent check-ins

How to ask for ADHD accommodations At work

In this episode of the ADHD Chatter Podcast, Thrive Law Founder and Managing Partner Jodie Hill explains:

How to ask your boss for accommodations
What you’re entitled to ask for (what’s reasonable/unreasonable)
What to do if they refuse
How to talk to your employer about the ADHD medication shortage

Useful resources for employers

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Disclaimer

Please note that the information contained in this guide is provided for general informational purposes only. It does not constitute any form of legal or other professional advice, and you should not use it as a substitute for advice tailored to your specific circumstances. We are not liable for any actions you take or omit to take in reliance upon the contents of this guide.

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