Supporting Employees with ADHD at Work: Practical Tips for Employers

Why ADHD Support in the Workplace Matters

Attention Deficit Hyperactivity Disorder (ADHD) can significantly affect an individual’s ability to focus, manage time, stay organised, and maintain productivity. For employers  understanding ADHD is not only a matter of inclusivity—it’s a business imperative. With the right support systems in place, employees with ADHD can thrive and contribute immense value to their teams.

ADHD affects people in diverse ways. However, with a tailored approach that leverages their strengths,  employers can retain top talent, reduce turnover, and foster a more inclusive and productive work culture.

What Is ADHD?

ADHD is a neurodevelopmental condition that affects how the brain regulates attention, impulses, and energy levels. While often diagnosed in childhood, many adults in the UK are being diagnosed later in life as awareness and understanding grow.

The core traits of ADHD typically include:

• Inattention: Difficulty staying focused or following through on tasks.
• Impulsivity: Acting without thinking or struggling with self-control.
• Hyperactivity: Restlessness or a constant need to move, especially in quiet settings.

Even without a formal diagnosis—which can take months or even years—employers  have a legal duty under the Equality Act 2010 to provide reasonable adjustments that support neurodiverse team members.

How ADHD Affects the Workplace

A recent review by the Attention Deficit Disorder Association revealed that adults with ADHD are:

• Nearly 60% more likely to be dismissed from a job.
• 30% more likely to face long-term employment challenges.
• Three times more likely to voluntarily leave their job due to workplace difficulties.

This data highlights the need for proactive and compassionate workplace strategies.

10 Tips for Supporting Employees with ADHD at Work

1. Promote ADHD Awareness Across Your Business

Start by educating your teams. Host awareness training sessions to help your managers and colleagues understand ADHD, particularly how it manifests in a professional setting.

Organisations can work with local neurodiversity specialists or workplace wellbeing consultants to deliver these workshops. Creating a culture of understanding reduces stigma and encourages open dialogue between managers and neurodivergent staff.

2. Offer Regular Check-Ins and Supportive Supervision

Employees with ADHD may struggle with time blindness, task initiation, and shifting priorities. Routine one-on-one check-ins help provide structure, accountability, and space to address challenges before they escalate.

For  employers, integrating these check-ins into existing performance management systems or HR processes can make a significant difference in day-to-day productivity.

3. Provide Flexibility in Working Hours and Environments

Flexible working is a game-changer for employees with ADHD. Allowing remote work, flexible hours, or even adaptable deadlines helps reduce stress and supports their natural productivity rhythms.

In  competitive job market, offering flexible arrangements can also boost recruitment and retention—especially among neurodiverse professionals.

4. Create a Structured and Organised Work Environment

Clear routines and structure are key. Help ADHD employees break down larger tasks into manageable steps using project management tools like Trello, Asana, or Notion.

Encourage the use of:

• Digital calendars (e.g., Google Calendar)
• To-do list apps (e.g., Todoist or Microsoft To Do)
• Time-blocking techniques to manage daily schedules
• Visual reminders or post-it boards for physical workspaces

This can help minimise overwhelm and improve task completion.

5. Use Assistive Technology

There are countless apps that support executive functioning and focus:

• Focus tools: Cold Turkey, Forest, Pomodoro Timers
• Voice-to-text apps: Google Docs Voice Typing, Apple Dictation
• Ambient noise apps: Coffitivity, Brain.fm
• Task management: Todoist, Microsoft OneNote
• Mind-mapping tools: XMind, MindNode

Employers  should consider offering a “tech stipend” to cover the cost of tools that benefit neurodivergent employees.

6. Deliver Clear, Concise Instructions

Avoid vague or overly complex directives. Use bullet points, checklists, or short videos to communicate key tasks. Follow up verbal instructions with written confirmation to reinforce expectations.

It’s also helpful to clarify timelines and invite the employee to suggest realistic deadlines they feel comfortable with. This improves autonomy while helping prevent missed targets.

7. Encourage Movement and Breaks

Short, regular breaks can dramatically improve focus and reduce burnout. Employers in offices can support ADHD staff by:

• Offering standing desks or flexible seating
• Allowing use of fidget toys or footrests
• Promoting walking meetings or step challenges
• Creating quiet “reset spaces” in the workplace

Encouraging physical movement can help ADHD employees regulate energy levels and return to their tasks more focused.

8. Foster Two-Way Feedback and Ongoing Conversations

Supporting ADHD isn’t a one-time effort—it’s an ongoing process. Offer consistent, constructive feedback, and provide opportunities for employees to share how they’re experiencing workplace adjustments.

Positive reinforcement is particularly effective for individuals with ADHD, as dopamine (the brain’s reward chemical) is often less stable in their neurology. Celebrating wins—big or small—goes a long way.

9. Set Realistic, Achievable Goals

Goal-setting should be collaborative. Break down larger targets into smaller milestones with check-in points along the way. For employees with ADHD, this makes tasks feel more achievable and less overwhelming.

Discuss potential blockers and help them develop a strategy to move forward when motivation dips—especially for repetitive or unstimulating tasks.

10. Embrace Neurodiversity as a Strength

People with ADHD often bring exceptional creativity, out-of-the-box thinking, passion, and problem-solving skills. By building an inclusive culture,  employers can unlock this talent and improve team performance across the board.

Final Thoughts: Building a Neuroinclusive Workplace

Supporting employees with ADHD isn’t just about compliance—it’s about compassion and long-term business growth. By combining awareness, flexible work arrangements, and ongoing feedback,  employers can build a thriving, inclusive workforce.

Whether you’re an SME in the Jewellery Quarter or a national organisation based in the city centre, embracing neurodiversity is a future-forward move that benefits everyone.