ADHD can affect learning in many different ways. But is the condition classed as a learning disability? In this post, we’ll be making distinctions between ADHD and learning disabilities so that you can spot their differences and understand how this impacts avenues of support.
ADHD (Attention Deficit Hyperactivity Disorder) is a type of neurodevelopmental condition. This means that it alters brain development and affects brain function.
ADHD tends to be characterised by features such as inattention, hyperactivity, and impulsivity.
These traits often first appear in childhood and can be experienced differently by each individual. For example, some people with ADHD primarily experience inattention, whereas others may find impulsivity or hyperactivity more of a challenge.
In the past, preconceptions about ADHD meant that it was most strongly associated with hyperactivity and impulsivity. However, as information about ADHD becomes more widespread, more people are aware that it can be experienced in a variety of ways.
The NHS define a learning disability as something that “affects the way a person learns new things throughout their life.” This means they may find it more difficult to learn new skills, manage day-to-day tasks, and understand complex information.
According to disability charity Mencap, approximately 1.5 million people in the UK have a learning disability. For these people, symptoms can be mild, moderate, or severe.
On the more complex end of the spectrum is Profound and Multiple Learning Disabilities (PMLD). People with PMLD have higher support needs than those with mild or moderate learning disabilities, and normally require around-the-clock care.
Although ADHD characteristics may overlap with or closely resemble learning disability traits, ADHD itself isn’t a learning disability.
The main distinction lies in the way that it affects people. ADHD directly affects behaviour and attention rather than intellectual ability or the capacity to learn. Although it’s common for people to have a learning disability alongside ADHD, having one doesn’t mean you’ll automatically have the other.
If you’d like to learn more about the link between ADHD and learning disabilities, take a look at our blog: ADHD and Dyslexia: Understanding the Connection.
We need to carefully distinguish between ADHD and learning disabilities due to the types of support available and the impact that this support can have.
In ADHD, support tends to focus on managing the characteristics of the condition, sometimes through medication, assistive technology, and environmental adjustments that help with attention, impulsivity, and organisation.
With learning disabilities, similar support can be provided, but it normally extends to things like tailored educational strategies, specialist teaching, and long-term developmental support aimed at building practical skills, understanding, and independence in everyday life.
By making a distinction between the two (even if they happen to coincide with each other), it not only helps someone to get the type of support they need, but it also ensures that they don’t face unnecessary stigma due to others misunderstanding their behaviours.
If you’re an employee with ADHD, it’s useful to be aware that ADHD is considered a disability under the Equality Act 2010, provided it has a substantial and long-term impact on your work and daily life. This means that your employer has a legal responsibility to make reasonable adjustments that help you to do your job.
If you’re in employment or are seeking work, you may also be able to acquire funding through Access to Work. This funding can help to pay for adjustments that go beyond an employer’s legal responsibility or go towards specialist support, like coaching, assistive technology, or travel arrangements.
If you’re an employer wanting to better support staff with ADHD, there are a number of simple actions you can take. Start by focusing on the following:
Reasonable Adjustments: As we mentioned above, if an individual is significantly impacted by their ADHD, it may be classed as a disability under the Equality Act. This means you have a legal requirement to make reasonable adjustments. Reasonable adjustments can include everything from quiet zones for focus to specialist equipment that allows for a more even playing field. Staff with ADHD may particularly benefit from things like noise-cancelling headphones, flexible hours, and dictation software. These not only help with focus, but they can also create a more relaxing environment, which can reduce the stress associated with ADHD.
Clear Communication: When communicating with staff who have ADHD, it’s vital to provide clear, straightforward instructions that are easy to interpret. Offer these instructions in both a written and verbal format so that they can decide what suits them best.
Inclusive Workplace Policies: Inclusive workplace policies benefit the entire organisation and help to ensure that anyone with a disability or neurodevelopmental condition will be treated fairly and with respect. Examples of inclusive policies include things like accessibility policies, flexible working arrangements, non-discriminatory recruitment practices, and regular accessibility audits.
Body Doubling and Similar Support Methods: Encouraging potentially helpful concentration methods or practices, like body doubling and Pomodoro timers, will show staff with ADHD that you respect their need to find focus strategies that suit them. As with all neurodevelopmental conditions, each person will have their own unique approach to managing tasks. By recognising this, you show that you value neurodiversity as an asset to your organisation rather than seeing it as something that needs to be “fixed” or hidden away.
Regular Check-Ins with Staff: There are lots of individuals with ADHD who go through a large chunk of their adult life without ever receiving an ADHD diagnosis. As a result, they can end up facing struggles in the workplace that are kept hidden or brushed aside. As an employer, you need to know about any challenges staff are facing so that you can provide support when needed. Planning in regular 1:1s or check-ins allows you to understand how people are doing and helps to spot any issues early on before they get worse.
Training to Increase Awareness Across the Organisation: Finally, it’s helpful if everyone in your organisation has a basic level of understanding about ADHD. Part of creating a safe, inclusive environment for all staff is spreading awareness about people’s differences and making sure these differences are understood. Without training, discrimination is more likely to occur, since people may cast judgment without understanding the neurological basis for ADHD behaviours.
Ideally, training should cover what ADHD is, how it might present in the workplace, common misconceptions, and practical strategies for effective collaboration. These things will prevent misunderstanding and make sure everyone is aware of how to communicate appropriately.
As you can see, while both ADHD and learning disabilities can affect learning, they’re different conditions that require tailored support to help individuals thrive both inside and outside of work. Understanding these distinctions allows us to create better support strategies, ensuring that everyone has the tools they need to succeed.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
