Summary
ADHD (Attention Deficit Hyperactivity Disorder) is a neurodevelopmental condition that affects around 4% of UK adults. It is commonly associated with differences in attention regulation, impulse control, and energy levels.
Employees with ADHD bring unique strengths to the workplace, but can also struggle in certain work environments with rigid structures, sensory distractions, and expectations around certain skills like time management.
Managing an employee with ADHD requires a bit more care and thought, but with the right support and workplace accommodations employees with ADHD can thrive and make significant contributions to their teams.
If you're managing someone with ADHD at work, read on to gain a better understanding of their personal experience and some practical steps you can take to help them thrive in the workplace. Or if you're short on time, download our ADHD support plan for managers in full below 👇
ADHD support plan for managers (free download)
How to to recognise signs of ADHD in your employees, and make adjustments to help them thrive at work.
Statistics on ADHD in the workplace
How many working adults in the UK have ADHD?
- There are approximately 1.9m adults in the UK with an ADHD diagnosis (based on an incidence rate of 3-4%).
- ADHD is an underdiagnosed condition, with just 1 in 9 people reciving an official diagnosis and approximately 2 million undiagnosed people with ADHD.
- ADHD is more commonly diagnosed in men than women at a ratio of approximately 3:1 in the UK.
- Both ADHD diagnoses and prescriptions for ADHD medication have increased significantly over the past two decades, with a twenty-fold increase in ADHD diagnoses and nearly fifty-fold in ADHD prescriptions.
Statistics on the impact of ADHD in the workplace:
- Employees with ADHD can lose around 22 days of productivity a year if they are not properly supported.
- Nearly a quarter of working adults who are on long-term sick leave due to stress-related poor health exhibit symptoms of ADHD.
- 65% of employees with ADHD are concerned about experiencing discrimination and stigma from their managers, due to a lack of awareness and understanding within the company.
- 36% of neurodivergent employees claim they don't have access to any guidance or support for adjusting their workplace setting.
- More than three quarters (77%) of HR professionals and senior leaders have not had specific neurodiversity training.
What is ADHD?
ADHD - Attention Deficit Hyperactivity Disorder – is a neurological disorder that affects millions of UK adults, many of whom have yet to understand they have the disorder, or are only being diagnosed well into adulthood.
The official statistic suggests that around 4% of UK adults have ADHD, but the true figure is likely higher due to underdiagnosis.
The first description by a doctor of a disorder resembling ADHD was in the 18th century. The name of the disorder has changed over time, but the same challenges are described that we recognise as ADHD today.
ADHD affects the structure of the brain and its chemical messaging system. Although environmental factors may play a role (such as the use of paracetamol during pregnancy) scientists estimate that around 80% of cases are genetic. ADHD appears to be polygenic, meaning that multiple genes, each with a small effect, collectively contribute to the risk of developing ADHD.
There are three main types of ADHD:
- Inattentive ADHD (which accounts for 20-30% of cases) causes challenges with staying on task, focusing, and organisation.
- Hyperactive/impulsive ADHD (which accounts for 15% of cases) causes excessive movement such as fidgeting, having excessive energy, restlessness or being overly talkative, and rash actions and decision making.
- Combined ADHD (which accounts for 50-70% of cases) is when both of the above are present.
ADHD can have a big impact on the way employees think and behave in the workplace. When managing someone with ADHD at work, it’s important to understand how to harness the strengths and support the challenges this condition can bring. Let's look at this in more detail...
How can ADHD affect work?
In a workplace setting, ADHD can present challenges for the employee themselves and those managing someone with ADHD. Employees with ADHD may experience fluctuations in focus and energy levels. They might have days of exceptional productivity followed by periods of difficulty maintaining momentum. Unfortunately for those managing someone with ADHD, this can sometimes be misinterpreted as inconsistency or unreliability, despite the fact that many individuals with ADHD work exceptionally hard to meet expectations.
Employees with ADHD who don't receive the right support at work are three times more likely to quit.
Traditional workplace environments and structures can be very challenging for people with ADHD. However a greater understanding of the condition and a flexible approach when it comes to managing someone with ADHD can help employees thrive. With the right level of support in place (more on this below), employers stand to benefit from the unique skills that people with ADHD can bring to their business.
“ADHD isn’t a bad thing; it’s a different way of thinking. In the midst of all the chaos swirling through your brain, all the disorganisation and impulsiveness, the condition also triggers a unique kind of creativity.” - David Neeleman, Brazilian-American businessman and entrepreneur with ADHD
People with ADHD often excel in creative problem-solving, dynamic thinking, and high-energy work environments. ADHD hyperfocus can also bring about a state of intense and prolonged concentration on a specific task. Individuals with ADHD also tend to be bright, creative, and funny, as well as empathetic, compassionate and spontaneous – attributes that contribute to a high-performance team when properly supported.
“A person with ADHD has the power of a Ferrari engine but with bicycle-strength brakes. It’s the mismatch of engine power to braking capability that causes the problems. Strengthening one’s brakes is the name of the game” - ADHD expert and psychiatrist Edward M. Hallowell
Managing someone with ADHD can be extremely rewarding, if the right care and attention is taken to understand how the condition impacts the employee and their responsibilities at work.
ADHD support plan for managers (free download)
How to to recognise signs of ADHD in your employees, and make adjustments to help them thrive at work.
Recognising the symptoms of ADHD at work
When managing someone with ADHD it’s not your role to diagnose them (more on this below), but understanding how to spot signs of ADHD can help you foster a more inclusive and supportive work environment.
Some common ADHD symptoms in professional settings include:
- Challenges in the perception or management of time
- Fluctuating focus—being highly engaged in some tasks but struggling with others
- Challenges with task prioritization, especially when multiple deadlines are involved
- Emotional sensitivity, including strong reactions to stress or criticism
- Instances of interrupting unintentionally or ‘zoning out’ during conversations
- Restlessness (both physical and mental)
- Engaging in high-energy bursts of productivity, sometimes leading to burnout
- Finding it difficult to complete the final details of a project
- Fluctuating levels of motivation and/or challenges with performing mundane or non-stimulating tasks
If somebody in your team tells you that they have (or think they might have) ADHD, the best thing you can do is listen to how it affects them personally. No two people will have exactly the same symptoms, so finding out what specifically they need help with is the only way to support them effectively. Remember that getting treatment is a very personal choice, and you shouldn’t expect anyone to seek out support or medication if they’re not ready for it.
How to manage an employee with ADHD at work
Along with improving productivity and reducing sick days, managing an employee with ADHD effectively can help the individual to feel more confident and motivated, build stronger relationships both inside and outside of work, and feel more able to cope with (and bounce back from) stressful situations.
When it comes to managing someone with ADHD, there are two important things to consider: adapting your leadership style, and building a comprehensive support plan.
Adapting your leadership style
Managing someone with ADHD at work means understanding their strengths and challenges, and adapting your leadership style to support their success without micromanaging. In general, we believe in following these guiding principles:
- Be open – make room for employees to disclose an ADHD diagnosis or symptoms and be available to listen.
- Be supportive – ask them about how ADHD affects their work and inform your colleague about the support available to them at work.
- Be boundaried – stick to talking about how ADHD affects their work. Avoid asking medical or personal questions about their diagnosis or treatment.
- Be flexible – be willing to adapt the way you work with employees, and what you expect from them, in order to help them thrive.
Building an ADHD support plan
When it comes to supporting employees with ADHD, there are many options available to you as a manager. Our ADHD support plan for managers includes five simple steps to provide an inclusive and support environment for employees with ADHD:
Step 1: Make reasonable adjustments to the workplace and build processes to help employees with ADHD feel more comfortable and productive.
Step 2: Learn how to spot the symptoms of ADHD at work, and take appropriate action to support people in your team.
Step 3: Signpost employees with ADHD towards helpful resources or treatment options (such as an EAP or other mental health support service).
Step 4: Host a talk or workshop for your team to drive better awareness and understanding of ADHD among peers.
Let's go through these steps one by one...
ADHD support plan for managers (free download)
How to to recognise signs of ADHD in your employees, and make adjustments to help them thrive at work.
1. Make reasonable adjustments for ADHD
Under the Equality Act 2010, ADHD is recognised as a disability, and employers are legally required to provide equal treatment and opportunities to all employees, including those with ADHD. This includes making reasonable adjustments to the workplace to accommodate their needs.
Workplace adjustments for ADHD (also called reasonable accommodations) are changes or modifications made to a job, work environment, or the way tasks are carried out to support employees with ADHD. These adjustments help employees work effectively while ensuring they have equal opportunities to succeed.
If your colleague is unsure about what would help them, we’ve put together a list of potential ADHD workplace adjustments that may improve their experience at work. Some of these things they can implement themselves – others they’ll need your help with.
How to adjust the work environment for an employee with ADHD:
- Reduce sensory distractions by offering noise-canceling headphones or a quieter workspace
- Allow seating choices that minimise interruptions
- Provide access to physical organisation tools like notebooks, sticky notes, or digital task managers
- Encourage movement-friendly options such as standing desks or fidget tools
How to adapt working styles and scheduling for an employee with ADHD:
- Offer flexible working hours where possible, recognizing that some individuals with ADHD may have difficulty with early mornings
- Encourage the use of structured work techniques like the Pomodoro method (alternating work and breaks)
- Clearly communicate priorities by breaking tasks into manageable steps
- Use visual task management tools such as color-coded to-do lists or workflow apps
- Provide reminders for deadlines and check in periodically rather than assuming long-term tracking is automatic
How to communicate with an employee with ADHD:
- Share meeting agendas in advance and allow employees to take notes
- Be mindful of potential auditory processing challenges—some individuals may find it easier to process information through written communication
- Offer accommodations during interviews, such as extra processing time for questions or the ability to bring notes
- Foster a culture where employees can ask for clarification without stigma
How to give feedback to an employee with ADHD:
- Focus on strengths and accomplishments rather than only highlighting areas for improvement
- Give specific, actionable feedback rather than general criticism
- Check in on larger projects regularly rather than only at final deadlines
- Recognise effort and progress, not just end results
2. Learn to spot and support employees with ADHD
Managers play a critical role in supporting neurodiverse employees, but without structured and specialised training it's impossible to provide the proper support.
More than three quarters (77%) of HR professionals and senior leaders have not had specific neurodiversity training.
ADHD focussed training teaches practical strategies to improve communication, task management, and develop workplace adjustments to better support team members with ADHD. Training also plays and important role in creating better awareness and understanding within the wider team, to help employees with ADHD feel more comfortable and supported.
By taking part in a specialised manager training course, and making this visible to your wider team, employees with ADHD will feel more able to disclose their condition and ensure their requirements are met in order to be more focussed and productive while at work.
Mental health first aid (MHFA) training has been heavily criticised for its lack of evidence and effectiveness when it comes to helping individuals with mental illness in crisis. That's why it's important to choose a training provider (like Spill) that can give managers the tools to spot symptoms of poor mental health in employees, but crucially can also signpost them to fast and effective treatment or improve their symptoms.
3. Signpost employees towards ADHD support
When managing someone with ADHD, it’s tempting to take full responsibility for your employees mental health - but this can actually be detrimental. In most cases managers and peers are simply not qualified to take on this level of emotional support, and shouldn't be expected to. Services like Spill exist to manage employee mental health on the company's behalf, with clear boundaries and complete confidentiality, meaning work stays about work.
Talking therapies for ADHD
While treatment for ADHD often involves medication, counselling can also play an important role in helping people come to terms with their diagnosis and cope with how the condition impacts on their lives. People with ADHD are more likely to have a mental health issues such as anxiety and depression, are more likely to develop addictions, and are also at higher risk of suicide, so therapy can be a hugely valuable resource to help them process these emotions and think more positively about themselves.
CBT is a type of therapy that can help individuals with ADHD manage their symptoms by teaching them to recognise and then modify unhelpful thought patterns and behaviour, that prevent them organising their private and working lives. Other types of therapy focus on skills such as time management, and organisational skills as well as addressing negative moods that can exacerbate the problems for people with ADHD.
Unfortunately, such treatments are not as widely available in the UK as they should be, despite mounting evidence of their effectiveness.
In February 2025 alone, over 148,000 referrals were made to NHS Talking Therapies. This influx of demand has put a huge amount of pressure on NHS mental health services, with some people waiting nearly two years (658 days) for treatment.
Services like Spill exist to fill this gap, allowing employees to book a counselling session with an ADHD specialist instantly online. Sue McGinley is one of our counsellors here at Spill, working to support people with ADHD. “My hope for my clients is that I can help them find ways to live their best life and thrive in their professional careers. For a lot of individuals that have either late diagnosis or no diagnosis, they've grown up believing there's something wrong with them. Sometimes the sessions just give the person a chance to voice thoughts and feelings that they've not acknowledged out loud. This can lift such a weight.”
“Spill is a great service for people who need support but have been fearful of booking therapy. It's free at source because it’s paid for by their employer, so it feels so much more accessible. Some people have a lot of shame around their mental health, so the fact that it's a completely anonymous service is key.” – Sue McGinley, Spill counsellor.
ADHD assessments
For many employees, receiving an accurate diagnosis of ADHD is the first step towards understanding their symptoms and feeling empowered to seek our further treatment and support. Knowing that you have ADHD and how it affects you can allow you to better consider changes to your work patterns.
With an 8 year backlog through the NHS and at least 196,000 UK adults waiting to be assessed, the only option for a diagnosis is go privately. However, with assessments typically costing £600-£900 this is simply unaffordable for most people.
ADHD assessments were one of our most requested features from customers last year, so we now offer companies the option to contribute towards the cost of an employees ADHD assessment to help them get a private diagnosis quickly. Get in touch for more information about how this works.
4. Host an ADHD talk for your team
Hosting a talk or workshop is a great way to raise awareness and help colleagues to understand the symptoms of ADHD, the challenges and positives experienced by neurodiverse employees, and how to work together more effectively. It's also a great way to tackle stigma head on by challenging any misconceptions and promoting inclusivity.
Here are a few providers who offer specialised talks for companies on this subject:
- ADHD UK, "An introduction to ADHD" (£995 per 1 hour talk)
- Luminate, "Understanding neurodiversity", (£885 per 1 hour talk)
- Exceptional Individuals, "ADHD 101" (£1,700 per 1 hour talk)
- Spill, "How to help employees with ADHD thrive at work", request a free talk for your company.
ADHD support plan for managers (free download)
How to to recognise signs of ADHD in your employees, and make adjustments to help them thrive at work.
FAQs
What types of jobs are best suited to employees with ADHD?
People with ADHD often thrive in jobs that play to their strengths and offer a good amount of structure and flexibility. The most suitable roles will depend on the individual’s specific skills and interests, but in general people with ADHD tend to thrive in:
- Hands-on, active roles which provide lots of opportunities for movement.
- Creative roles which are great for fast thinkers and people with a strong imagination.
- Technology and problem solving roles which provide stimulation and require reaction to incoming demands.
- People-oriented roles which require strong interpersonal skills.
- Self-directed roles which offer good flexibility and the chance for employees to control their own schedules or environments.
- Roles which bring immediate feedback and fast results.
Roles which may be less suitable for employees with ADHD include:
- Highly repetitive or detail-heavy roles.
- Jobs requiring long periods of passive concentration.
- Highly bureaucratic or rigid environments.
- Jobs which require long periods of working in isolation.
Is it a legal requirement to disclose ADHD to your employer?
No, employees are no more required to disclose an ADHD diagnosis at work than any other condition, although most experts advise employees to disclose to access support such as reasonable adjustments.
However, employers are obliged by the Equality Act to do all they reasonably can to create an environment that feels safe for employees to disclose any disability. You can read more about this in our guide to mental health discrimination at work.
ADHD support plan for managers (free download)
How to to recognise signs of ADHD in your employees, and make adjustments to help them thrive at work.
