ADHD in the workplace

What is ADHD?

Attention deficit hyperactivity disorder (ADHD) is a neurodivergent condition that occurs over an individual’s lifespan and affects their behavior.

There are three types of ADHD:

• Impulsive/hyperactive – inability to sit still, interrupting, excessive risk-taking, fidgeting.

• Inattentive – forgetfulness, making seemingly careless mistakes, short attention span, difficulty completing seemingly tedious or time-consuming tasks.

• Combined – a combination of both types.

NICE estimates that 3-4% of the UK population has ADHD, including those without a formal diagnosis. There is a likelihood that there are employees with undiagnosed ADHD in your organisation.

ADHD can be seen as a different way of thinking, a different way for the brain to process information. Struggles arise when these differences are not accepted or accommodated.

How could it affect individuals in the workplace?

There is a misconception that everyone with ADHD will present similarly, however the three different types present very differently, and even people with the same type might present with different traits.

Someone with ADHD might process written communication better than verbal communication, another might prefer verbal communication, and for others it may be dependent on the situation. It is for this reason that the individual should always be at the centre of any accommodations, by speaking to them about their ADHD and experiences.

Below is a non-exhaustive list of some examples of how someone with ADHD may be affected in the workplace.

Environmental

• Over- or under-stimulated by noise, light, colours, etc.

Situational

• Different speech patterns, e.g. stammering, forgetting words, more pausing

• Fidgeting with pens, stationery, clothing, hair etc.

• Talkative or interrupting people in meetings

• Not fully processing all auditory or visual information, e.g. in meetings, emails, documents, etc.

• Unable to focus or concentrate on certain tasks, especially mundane, repetitive tasks

• Sensitivity to criticism and rejection

• Social awkwardness, due to missing information in conversations/jokes.

Organisational

• Being late to work/meetings

• Miscalculating how long it takes to complete a task - either over- or under-estimating (time blindness)

• Difficulty prioritising tasks effectively

• Difficulty initiating tasks (executive dysfunction)

• Starting new tasks/projects without finishing the previous task/project

• Forgetfulness – appointments, instructions, processes, etc.

There are also a multitude of strengths that those with ADHD might possess, including:

• Creativity and ‘thinking outside the box’

• Problem-solving and ‘seeing the bigger picture’

• Working things out by ‘doing’

• High energy

• Hyper-focusing on subjects/tasks of particular interest – high productivity

• Spontaneous and flexible in changing environments.

It is important to note that not everyone with ADHD will possess the same traits and many of these traits can lead to the individual becoming fatigued, especially if there is pressure to conform or hide their traits.

Reasonable adjustments

ADHD can be considered a disability and is covered under the Equality Act 2010 if the ADHD has a substantial and long-term adverse effect on the individual to perform day-to-day tasks. Employers therefore have a responsibility to protect employees and potential employees from discrimination and harassment, and to make reasonable adjustments.

As traits can vary between individuals, it is important to speak to the employee directly to better understand how ADHD affects them. Start by asking what they struggle with, and have a discussion on how to support those specific issues.

Below are some examples of adjustments that might assist the employee.

Working practices

• Changing working hours

• Flexible working, e.g. remote or hybrid working

• Allowing regular breaks/opportunities to move

• Allocating a fixed desk/workstation

• Provide visual reminders of processes (leaflets, posters, labels etc.).

Items/software

• Sit-stand desk

• Noise cancelling headphones

• Text-to-speech or speech-to-text software

• Larger computer screen to see all information at once

• Dictaphone or recording device

• Allowing fidget toys to help with concentration.

Training/coaching

• Training on soft skills, such as time management

• Software training on specific programmes and applications

• Access to a specialist ADHD coach.

Environment

• Limit unnecessary noise in the environment, or designate a ‘quiet area’ in the workplace

• Avoid areas with glare, bright light, or strong shadows

• Limit the use of bold or highly patterned floors.

Communication

• Keep instructions and communication clear and concise

• Provide minutes or action points to everyone

• Encourage the use of closed captions/subtitles on video calls or webinars

• Follow up verbal instructions with written instructions.

What support is available?

ADHD UK has developed a welfare pack designed to educate on what it means to have ADHD in the workplace, and to aid the conversation between an employer and an employee with ADHD, with the aim of increasing mutual understanding and to help identify helpful reasonable accommodations.

Access to Work is a government scheme that provides funding to assist individuals with a disability to get into or stay in work. This can be used towards specific equipment, communication support, courses, or coaching. However, it will not cover ‘reasonable adjustments’ that an employer must legally make.

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