A Guide to ADHD in the Workplace

What is ADHD?

ADHD is an acronym for Attention Deficit Hyperactivity Disorder. It’s a neurodevelopmental disorder that impairs the executive function of the brain. People with ADHD are born with differences in brain functioning that affect their behaviour. Typically, ADHD in the workplace shows up as problems with impulsivity, hyperactivity, lack of focus, organisation, and holding attention. Subtypes of ADHD include: 

• Hyperactive-impulsive type: May appear to be ‘driven by a motor’, have little-to-no impulse control, and engage in inappropriate talking or moving. 
• Inattentive type: Sometimes referred to as ADD, people with this subtype have difficulties concentrating, following instructions, and finishing tasks.  
• Combined type: Someone within a Combined presentation must show at least six symptoms out of the nine in each category. 

To receive a diagnosis, ADHD symptoms must have been present before the age of 12.  

What Types of Jobs Suit People With ADHD?

Neurodivergent individuals have many skills and talents that benefit modern workforces. Despite what some may assume, ADHD and work environments are compatible. Positive manifestations of ADHD in the workplace include creativity, problem-solving, adaptability, communication, research, and innovation. People with ADHD can also display high levels of energy, enthusiasm, passion, and optimism that can bode well in fast-paced work environments, moments of crisis, and any type of career that deals with people. 

Some challenges of dealing with ADHD in the workplace include organisation skills, time management, and a lack of proper attention. Conversely, many people with ADHD excel when they’re able to ‘hyperfocus’ on a task. Hyperfocusing is where someone tunes out all external stimuli and gives all their attention to something. This process can yield exceptional results and lead to high-quality work while spotting opportunities others may miss. Studies back this up too since our report entitled The Ultimate Guide to Neurodiversity in the Workplace revealed that 80% of neurodivergence staff have skills in hyperfocus. 

In fitting with these attributes, the following types of careers are often very suitable for people managing ADHD in the workplace: 

• Entrepreneur
• Creative Director
• Sales Executive
• Non-profit fundraiser
• Teacher or childcare worker
• Musician, dancer, artist 
• Journalist, editor, copywriter, or content creator
• Graphic, UX, and interior designer
• Chef, cook, or food industry worker
• First-aid or emergency responders

How Can People With ADHD Be Supported at Work?

As you’ll see from our list of jobs, there is no single job type for people with ADHD. The range and diversity of roles reflect the ADHD style of thinking and behaviour which has variations in individual people. Recognising the commonalities and similarities in these traits can lead to better and more appropriate management in the long term. 

To highlight this point, we’ve clustered together some key points to consider: 

• Connect with passion and purpose: People with ADHD focus their attention best when it’s set on something they believe in. When they find a task or mission that ignites their passions it can help them move into action. 
• Remove distractions and interruptions: In a recent survey by ADDitude magazine, 88% of respondents said distractibility was the most annoying thing to handle at work. Busy, open-plan, hot-desk environments can overwhelm people with ADHD and sometimes stop them from being productive. 
• Reduce information overwhelm: People with ADHD can experience feelings of overwhelm when they’re presented with too much information. In practice, they can freeze up and experience symptoms such as brain fog, self-doubt, procrastination, and sometimes burnout. When as many as 75% of people engage in masking to hide their differences, ADHD burnout happens often. 
• Support organisation skills and working memory: ADHD is a reflection of problems with executive functioning and not levels of intelligence. A key way to support ADHD in the workplace is to encourage the use of time-management and memory-enhancing tools. Often, this can be as simple as encouraging staff to write everything down. 
• Be flexible: People with ADHD crave variety and can experience a lack of motivation when it comes to routine work or overly-structured environments. Providing flexibility, variety, and novelty in someone’s working life can help to maximise the potential of ADHD in the workplace. 

Reasonable Adjustments for ADHD

Another way to support people with ADHD and work environments that harness their abilities is through Reasonable Adjustments. For example, note-taking software that provides live transcripts of meetings can alleviate stress and ensure they don’t miss key details. Making Reasonable Adjustments for ADHD is compulsory under The Equality Act 2010. All employers must make Reasonable Adjustments to prevent people with disabilities from being at an unfair disadvantage at work. 

Reasonable Adjustments for ADHD are general adjustments that may include, for instance, later start times or noise-cancelling headphones that reduce distractions. While these are general ADHD workplace adjustments, staff members with ADHD who need more customised support should consider applying for help through the Access to Work scheme. The scheme offers individuals with ADHD funding for supportive interventions like specialist equipment or assistive technology. 

Working With Someone With ADHD

Being a team member or colleague to someone with ADHD can feel challenging but it’s easier to work through those challenges with a better awareness of their difficulties. Here are some key points that may help you manage these differences: 

• Try to get to the point: Shorter attention spans in people with ADHD can mean they start to zone out when given too much information. Focus on the big picture in a concise way where possible. 
• Appreciate their uniqueness: People who have ADHD often have their unique ways of doing things, since their minds may be busier than their neurotypical peers. Giving them space, autonomy, and accepting their differences can help their productivity. 
• Give written instructions: People with ADHD can sometimes find it hard to absorb verbal instructions. Writing everything down or summarising discussions by email can help them take in information. 

Effectively Managing Someone With ADHD

There are several steps you can take to support colleagues and team members in managing their ADHD in the workplace. Here are some tips to consider:

• Be open and empathetic: People with ADHD often experience a lifetime of negative feedback and may perceive it with extra intensity if they have Rejection Sensitivity Dysphoria (RSD) as well. Approaching interactions with sensitivity and an open mind can help individuals relax and be more receptive to feedback. 
• Meet regularly: Time blindness is a common experience for people with ADHD. This may result in lateness, missing deadlines, or overlooking tasks. This makes it important to host regular check-ins and discuss any problems with meeting obligations. 
• Avoid micromanaging: ADHD and work environments aren’t always a natural fit. People with ADHD work well when they have a sense of control over their environment, like listening to music on headphones and taking regular breaks to manage attention spans.  
• Assign a buddy to help: It’s common for people with ADHD to experience feelings of overwhelm and ‘task paralysis’ when put under pressure from tasks or deadlines. A work buddy may be able to provide help in prioritising tasks and reducing feelings of worry. 

ADHD in the Workplace Rights UK

ADHD is a disability under The Equality Act 2010 when it has a substantial and long-term negative impact at work. People with ADHD in the workplace are protected under the act and have certain rights under UK law.  

1. Employers must make Reasonable Adjustments for ADHD individuals to ensure they’re productive. 
2. Employers can refer their employees for an Occupational Health assessment, which may help to identify appropriate Reasonable Adjustments. 
3. For extra help that falls outside of the costs of Reasonable Adjustments, employees should apply for the Access to Work scheme. 

Should I Tell My Employer I Have ADHD?

Stigmas still exist around neurodivergence, especially ADHD. Many people misunderstand ADHD and deem it an excuse for laziness, absent-mindedness, or procrastination. 

Disclosing a diagnosis or suspected diagnosis to an employer comes with some bravery. Many employers aren’t ready to accept staff members with differences in thinking and expect that everyone should behave in the same way. While many employers may say they’re open to differences, they may not be ready to do so in practice. Anyone with ADHD should make a careful assessment of the environment they’re in before they disclose. It’s also worth remembering that employees are not obliged to reveal their diagnosis or even their suspected diagnosis to their employers. 

However, choosing not to disclose or share your ADHD in the workplace means you’ll be less likely to get the support you need. So, it’s best to exercise caution and be confident of your decision if you choose to disclose your ADHD. Doing so could make a difference in how you perform at work.