Some helpful things to know: People with ADHD often talk about lack of support from their employer as a reason why they may end up leaving a job. However, with support, understanding and some small changes to capitalise on their strengths and talents and get around difficulties, they are likely to be a great asset to your organisation. 

DO's Many people with ADHD are noted for strengths such as: 

• Willingness to take risks
• Spontaneous and flexible
• Good in a crisis
• Creative ideas - thinking outside the box
• Relentless energy
• Often optimistic
• Being motivated by short term deadlines - working in sprints rather than marathons
• Often an eye for detail.

Everyone with ADHD is different, and the condition affects different people in different ways. People with ADHD have the same broad range of skills, interests and intelligence as the rest of society. It’s important to communicate openly with your employee so that you can find out what support would help them most and ask them any questions you may have.

How can people with ADHD be supported at work?

ADHD, if its impact on the individual is significant, can be seen as a disability under the 2010 Equality Act – and therefore employers have a responsibility to protect employees and potential employees from discrimination and harassment, and to make reasonable adjustments to assist them to do their jobs. But beyond the legal obligation to offer support, doing this will help the person with ADHD to perform to their very best and this is good all round.

The number one way in which employers can support employees with ADHD is to find out about the condition and show understanding and a reasonable degree of flexibility in relation to the difficulties which it can cause.

So how can you help? Reasonable adjustments which employers might make to help people with ADHD include: 

How can people with ADHD be supported at work?

• Visual prompts - e.g. wall charts for routines, checklists, post-it notes for reminders 
• Larger computer screens so everything is visible (reduces burden on memory) 
• Visible clocks, allowing / encouraging use of alarms and timers 
• Reducing distractions 

Modifications to working and management practices

• Offer increased supervision / frequent check-ins and feedback (e.g. daily or weekly planning and progress meetings with line manager) 
• Tasks broken down into clear, bite size steps 
• Give instructions and meeting notes in writing rather than verbally 
• Allow regular movement / stretching breaks: – Pomodoro working (25 mins work + 5 mins break, with longer break after 4 Pomodoros) – Scheduled breaks during long meetings / activities 5 
  

Confidentiality and the rest of the team

Most people with ADHD don’t have to tell their employer about it, so deciding to reveal their diagnosis will have taken courage. Many people are afraid they will be seen as less capable or as troublesome – especially given the stigma that surrounds ADHD. They may fear that ADHD might affect their career progression – or even that they could lose their job as a result. It’s important to recognise this, and to provide your employee with the reassurance and the support they need. 

You should take care to ensure that any information your employee shares with you about their ADHD remains confidential.

Therefore: 

• Do not discuss their ADHD with other team members, unless they have said you can. 
• Do not discuss their ADHD with them where other people may find out, such as in an email that could be passed on, or in an open-plan office. 
• If your employee has an occupational health assessment, clarify with them exactly who can see the report. 
• If you have documents discussing your employee’s ADHD, make sure they are kept secure. Your employee’s ADHD can also have an impact on other members of staff. 

As the employer, it’s your responsibility to ensure any impact is handled sensitively, and not ignored, while also respecting your employee’s confidentiality. You may want to discuss with your employee whether they want to tell colleagues about their ADHD. If other members of staff know why they are being allowed greater flexibility or other adjustments, such as use of headphones, they may be more accommodating.