Guidance Notes for Managers to Support Colleagues with ADHD
ADHD (attention deficit hyperactivity disorder) is a common neurodevelopmental condition that can be diagnosed in adults. Symptoms and their impact can range from mild to severe. Whatever level of ADHD an employee has, there is a legal and moral duty of care to support them appropriately. In this guide, we'll explore what ADHD is, common symptoms, and evidence-based strategies to support employees with ADHD in the workplace.
What is ADHD?
ADHD stands for 'attention deficit hyperactivity disorder'. It is a neurodevelopmental condition that affects brain structure and function, particularly in areas related to attention, impulse control, and executive functioning. People with ADHD experience numerous variations of the condition. The causes arise from a combination of genetic, neurological, and environmental factors. Research shows differences in brain development and neurotransmitter function, particularly involving dopamine and norepinephrine.
While ADHD is often identified in childhood, many adults are diagnosed later in life. Adults with ADHD are common in the workplace, and with appropriate support, they can be highly successful employees. ADHD is characterised by a combination of difficulties with attention regulation, restlessness, and impulsivity. Many people experience these kinds of difficulties to some degree, but for individuals with ADHD the symptoms have a significant impact on day-to-day life, relationships, self-esteem, personal wellbeing, and work performance.
What are the Symptoms of ADHD?
Many adults with ADHD experience three main symptom areas: inattention, hyperactivity, and impulsivity. Below are the characteristics of each:
Inattention:
Difficulty with focus and sustained concentration
Challenges with working memory
Difficulty managing complex projects or multi-step tasks
Easily distracted or difficulty maintaining interest
Challenges with time management and prioritisation
Hyperactivity:
Feelings of restlessness or internal agitation
Fidgeting or need for physical movement
Excessive talking or difficulty with turn-taking in conversation'
Impulsiveness:
Emotional dysregulation or mood variability
Difficulty thinking through consequences before acting
Speaking or acting without considering the situation
Other Associated Difficulties:
ADHD can co-exist with other conditions, including:
Sensory sensitivities
Specific learning differences such as dyslexia
Mental health conditions including anxiety, depression, and sleep difficulties
There is a presentation of ADHD known as predominantly inattentive type, where individuals primarily experience difficulties with concentration and attention, with less prominent hyperactive or impulsive symptoms. Symptoms of ADHD typically start in childhood, with difficulties persisting into adulthood, although their presentation may change over time. For some people, ADHD is not identified or diagnosed until later in life. ADHD affects people of all genders.
Diagnosis and Treatment
Reaching out for help can be difficult, but when ADHD symptoms are significantly impacting an employee's day-to-day life, it can be helpful to seek support from a mental health professional for comprehensive assessment.
There is no single test or screening tool for identifying ADHD. A psychiatrist or specialist clinician will undertake a comprehensive assessment including information about physical health, family history, detailed description and impact of symptoms, and any previous diagnosis or treatment approaches. The clinician may use evaluation tools or rating scales to aid assessment but will not rely on these alone. It is important that consideration is given to any co-existing difficulties so that support can be appropriately prioritised and targeted.
Following assessment and diagnosis, the clinician will consider the individual's needs and symptoms when developing a treatment plan that is personalised to them. Although ADHD cannot be 'cured', with appropriate support it is possible to significantly reduce the impact of associated symptoms and develop effective coping strategies.
Possible treatment approaches include medication to support symptom management, psychological interventions such as cognitive behavioural therapy (CBT), and lifestyle adaptations. A combination of these approaches is often most effective, tailored to the individual's specific presentation. The clinician may refer the individual for additional support, such as to a psychologist or therapist.
What Causes ADHD?
The exact cause of ADHD is not fully understood, but research suggests several contributing factors. ADHD often runs in families, and studies indicate a strong genetic component. Research has also identified differences in brain structure and function, particularly in regions involved in attention, impulse control, and executive functioning. Environmental factors during early development may also play a role.
There is still much to learn about ADHD, but it is clearly a neurological condition with biological origins, not a result of poor parenting, lack of discipline, or personal choice.
Why is it Important to Support ADHD in the Workplace?
Good mental wellbeing and neurodiversity inclusion are beneficial for both employees and organisations. When it comes to ADHD, it is important to show employees respect and provide appropriate support.
You can demonstrate commitment to supporting employees with ADHD by:
Creating a safe and inclusive work environment
Protecting employees from stigma and discrimination
Implementing workplace adjustments that support focus and productivity
Without appropriate support, employees with ADHD may experience difficulties with task completion, maintaining attention, managing time effectively for projects, and organising complex work. This can lead to feelings of being undervalued or unsupported, potentially resulting in decreased job satisfaction or staff turnover.
UK Legal Framework
While there is no specific legislation solely addressing ADHD, several UK laws are relevant when ADHD significantly impacts an employee's work or daily life.
Disability Discrimination
Under the Equality Act 2010, a health condition may be considered a disability if it:
Has a substantial adverse effect on the person's ability to carry out normal day-to- day activities
Is long-term (has lasted or is likely to last at least 12 months)
If ADHD meets these criteria, employers have a legal obligation to make reasonable adjustments and must not discriminate against the employee because of their condition.
Duty of Care
All employers have a duty of care towards their employees, regardless of whether ADHD is classified as a disability in a particular case. This includes providing a safe working environment, addressing risks to mental and physical health, and supporting employee wellbeing.
Employees may fear stigma or negative career consequences if they disclose ADHD. Creating a supportive, confidential environment helps employees feel safe to discuss their needs and access appropriate support. Key legal responsibilities include raising awareness, providing reasonable adjustments, and ensuring equal opportunities.
How to Support Employees With ADHD
As a manager, you should provide appropriate support to all employees, particularly those with additional needs. Be proactive in raising awareness about ADHD and respond promptly and sensitively when employees disclose their condition.
Recognise the Strengths Associated with ADHD
When you recognise and harness the strengths that often accompany ADHD, you can help employees build very successful careers. Many individuals with ADHD demonstrate:
Ability to hyperfocus intensely on projects they find engaging
Creativity and innovative thinking
Spontaneity and willingness to take calculated risks
High energy and enthusiasm
Strong performance with short-term deadlines and variety
Understanding each employee's unique strengths and challenges helps you support them to thrive in their role.
Implement Reasonable Adjustments
Not all employees with ADHD require adjustments, but for those who do, workplace modifications can make a significant difference. These strategies are often simple to implement and should be tailored to individual needs. Examples include:
Flexible working hours or regular breaks to support attention and wellbeing
Clear task priorities and breaking large projects into manageable steps
Organisational tools such as project planners, checklists, or task management apps
Minimising distractions through noise-cancelling headphones, background music, or a quiet workspace
Written follow-ups after meetings to reinforce key points and actions
Regular, structured check-ins to review progress and provide support
The UK government's Access to Work scheme can provide funding for practical support for employees with disabilities, including ADHD.
Support Access to Professional Help
As a manager, your role is to support employees, not to provide clinical treatment. Signposting to appropriate medical or psychological support is valuable. ADHD is a lifelong condition, and people develop strategies to manage it effectively throughout their careers.
Professional support may include:
Medication prescribed and monitored by a psychiatrist or GP
Psychological therapy such as cognitive behavioural therapy (CBT)
ADHD coaching to develop practical strategies for work and daily life
Maintain regular, supportive conversations with the employee about their wellbeing and any adjustments they find helpful. These conversations should be confidential and focused on practical support.
Maintain Confidentiality
It takes courage for employees to disclose a condition like ADHD. They may fear stigma, concerns about career progression, or being judged unfairly. When an employee shares this information, treat it with strict confidentiality. Do not discuss the employee's ADHD with colleagues or other managers unless absolutely necessary for providing support, and only ever with the employee's informed consent.
Creating a culture of trust and confidentiality encourages employees to seek the support they need.
ADDITIONAL RESOURCES
UK Support Organisations ADHD UK
Workplace Support
Access to Work (Government Support) ADHD UK - Access to Work Guide
Workplace Guidance Documents
https://www.acas.org.uk/reasonable-adjustments/adjustments-for-neurodiversity https://adhduk.co.uk/reasonable-adjustments/ https://www.nhsemployers.org/articles/embracing-neurodiversity-workplace