What is ADHD (Attention-Deficit/Hyperactivity Disorder)?
ADHD (attention deficit hyperactivity disorder) is a neurodifference characterised by differences in attention, activity levels and impulsivity.
There are three sub-types of ADHD:
- Inattentive ADHD – characterised by distractibility, forgetfulness and difficulties with sustained attention.
- Hyperactive-Impulsive ADHD – characterised by restlessness, impulsive behaviour, and a need for constant movment or stimulation.
- Combined ADHD – includes symptoms of both inattentiveness and hyperactivity-impulsivity.
There is often a difference in how ADHD presents in men and women.
How can ADHD affect employees in the workplace?
Some employees with ADHD may find working environments challenging – the noise of the office and deadlines can impact how employees focus, manage time, stay organised, and regulate emotions.
The effects vary widely between individuals, and while some may experience challenges, many also bring unique strengths to the workplace.
Common ADHD Traits
People with ADHD can often show one or more of the characteristics listed below. It is important to note that being diagnosed with ADHD does not mean that person will exhibit all of the characteristics.
Ability to hyperfocus
Intense concentration on tasks of interest
Good in a crisis
Able to act decisively and effectively in high pressure environments
Hyperactivity
The need to seek stimulation, move or fidget which can appear as restlessness
High levels of empathy
Can be highly attuned to others' emotions and needs
Creative thinking and ideas
Bringing unique ideas and problem-solving skills.
Difficulties with concentration
Especially on routine or less interesting tasks
Impulsiveness
Acting without considering consequences
ADHD and Rejection Sensitive Dysphoria RSD
It is important to highlight that people with ADHD may also identify with Rejection Sensitive Dysphoria, more commonly known as RSD. It refers to extreme emotional sensitivity to perceived criticism, rejection, and/or failure. This can result in emotional outbursts, withdrawal, or intense feelings of shame or inadequacy.
Employers should be aware that employees with ADHD may experience RSD, and that empathetic communication, reassurance, and feedback can help create psychological safety.
Supporting ADHD in the workplace
Under the Equality Act 2010, ADHD is recognised as a disability. This means employers have a legal responsibility to make reasonable adjustments, ensuring that individuals with ADHD are not disadvantaged at work.
Importantly, a formal diagnosis is not required for adjustments to be made.
Neurodiversity is about recognising and respecting different ways of thinking, learning, and working.
Adjusting Policies and Procedures
Altering the Physical Work Environment
Providing Additional Support or Aids
Organising ADHD inclusion or ADHD Awareness training in the workplace
At neurobox, we help workplaces become more inclusive for neurodivergent and disabled individuals via our tailored Awareness Training and Coaching sessions.
ADHD Workplace Services neurobox offer:
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ADHD Awareness Training for Employees
At neurobox, our neurodiversity awareness training is designed to support staff in becoming more attuned to the needs of their neurodivergent colleagues—fostering greater understanding, empathy, and inclusion across the workplace. – Learn More Here
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ADHD Awareness Training for Managers
We offer a specially designed awareness session for Line Managers, equipping them with the knowledge and tools to better understand, support, and include neurodivergent individuals in the workplace – Learn More Here
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Workplace Strategy Coaching
At neurobox, our bespoke one-to-one coaching service is designed to empower employees with tailored strategies to overcome workplace barriers and unlock their full potential – Learn More Here
Reasonable Adjustments for ADHD in the Workplace
Creating an ADHD-friendly workplace begins with understanding, flexibility, and proactive support. Every individual is different, so a tailored approach is key.
A Workplace Needs Assessment is a great first step. It identifies individual challenges and offers practical, achievable adjustments for both employee and their organisation.
Some Examples of reasonable adjustments for ADHD in the workplace
| Area of Interest | Potential Adjustment(s) |
|---|---|
Work environment |
|
Assistive Technology |
|
Training |
|
Workplace Strategy Coaching |
|
Working practices |
|
Coping with ADHD at Work - Techniques & Strategies
Here are just a few practical ways individuals with ADHD can manage their workload and environment effectively:
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1. Routines and Lists
-Break down large tasks into smaller, manageable steps.
-Build routines gradually – avoid overwhelming yourself with a rigid schedule from day one.
Tips/Tools – Task management software such as, Global Tasks
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2. Time Management
-Try the Pomodoro Technique – 25 minutes of focused work followed by a short break.
Tip/tools – TickTime Cube Timer
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3. Regular Feedback and Postive Reinforcement
– Regular check-ins can provide structure and reassurance.
– Constructive and consistent feedback helps build confidence.
Our Latest ADHD Resources
Explore our latest blogs and guides on ADHD in the workplace.
Looking for support? Contact us!
Every organisation is unique, and so are it’s people – that’s why we can tailor our sessions to your organisation.
Get in touch with the team
Our journey begins with a conversation – get in touch with Martin, Becky, Chris or Conal to find out more about how we can help and support you on your inclusion journey.
01223 608491 
Becky Stearn
Senior Client Consultant
Chris Pope
Client Consultant
Conal Durr
Client Consultant
Martin Kirkup
Head of Client Services
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Frequently Asked Questions about ADHD in the Workplace
Got questions? We’ve got answers. Can’t find what you need, get in touch with the team on hello@neurobox.co.uk
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Do I need an ADHD diagnosis to receive support at work?
No, you do not require medical diagnosis to request adjustments. Employers have a duty to make reasonable adjustments even without a formal diagnosis.
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Is ADHD classed as a disability?
Yes, under the Equality Act, ADHD can be considered a disability. It is important to note that ADHD is often referred to as a neurodiversity.
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Can ADHD affect work performance?
Yes, ADHD can create barriers in the workplace – but with the right support, employees with ADHD often thrive and bring unique strengths to their roles.
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What are some examples of workplace adjustments?
There are a wide variety of adjustments, ranging from noise-cancelling headphones and workplace strategy coaching to adjustments such as flexible working arrangements or assistive technology packages.
Disability Confident Scheme - ADHD
The Disability Confident Employer Scheme (government scheme) provides organisations with the structure and process to implement inclusive recruitment practices, workplace adjustments, and manager training and create an inclusive culture for all.
What is the Disability Confident Scheme?
The scheme has 3 levels designed to support employers on their Disability Confident journey, these are: Disability Confident Committed (Level 1); Disability Confident Employer (Level 2) & Disability Confident Leader (Level 3).
All employers join the scheme at Disability Confident Committed (Level 1) and progress through the levels to achieve the one that’s right for their organisation. On completion of levels, you receive Disability Confident Certification.
As a Disability Confident Leader, we’re uniquely placed to guide organisations through the accreditation process from Levels 1 to 3. We can conduct a gap analysis, provide targeted recommendations, and support the implementation process.
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