Reasonable Adjustments Series: Attention Deficit Hyperactivity Disorder (ADHD) 

It’s a question I get asked a lot, and I find myself saying the same thing every time. No, people aren’t destroying their attention spans because they spend too much time on social media. No, educators aren’t trying to push a big neurodiversity agenda. The truth is, we just have a greater awareness. The National Institute for Health and Care Excellence (NICE) first formally recognised ADHD in adults in 2008. Yes, that 2008 — the year of the Beijing Olympics, the credit crunch, and Twilight. And much like the Twilight franchise, it’s seen a recent surge in attention. So why is that?

More people aren’t suddenly ‘developing’ ADHD; they’re finally recognising it. For years, ADHD was boxed into the stereotype of a young boy who couldn’t sit still. If you didn’t relate to that, then surely you couldn’t have ADHD?

We now know that ADHD looks very different across genders, ages and lives. Moving from education into work, becoming a parent, navigating career pressure, or going through menopause can all stretch coping strategies to their limits. Many adults realise that the systems they’d previously relied on have quietly disappeared, and the struggles they’ve always had suddenly make sense.

Seeking a diagnosis isn’t about labels; it’s about understanding how your brain works and why ‘just trying harder’ was never the solution. According to NHS England, approximately 1.8% of adults in the UK have a diagnosis of ADHD, but NICE suggests that 3–4% of adults have condition, leaving millions of us out there undiagnosed.

What does this mean in the workplace?

Well, it means that ADHD is far more likely to be present in the workplace than many employers realise. Not everyone feels safe, ready or able to be upfront about their challenges. As a result, genuine difficulties with focus, time management, memory or emotional regulation can be misinterpreted as laziness, lack of commitment, a poor attitude or disorganisation. What looks like someone ‘not trying hard enough’ may actually be someone working twice as hard just to keep up. Without awareness and simple adjustments, workplaces risk mislabelling neurodivergent employees and addressing the wrong problem.

Are there difficulties with unclear expectations and shifting priorities?

Why not try:

• Providing clear written instructions and confirming deadlines in writing – this gives a clear reference point and a helpful paper trail
• Agreeing priorities explicitly – this can help mitigate motivation differences and support executive functioning
• Breaking tasks into smaller steps – it might sound simple, but it can help stop the cycle of analysis paralysis and procrastination.

Are there challenges with focus and concentration?

You might want to consider: 

• Offering quiet working options – for some, that’s a side office or noise-cancelling headphones, for other’s it’s the option to listen to music while working
• Keeping meetings short and engaging – while it’s not always possible, encouraging shorter meetings or including regular breaks during longer ones can help people maintain focus and a sense of purpose
• Encouraging movement – focusing on movement can help calm cognitive hyperactivity, so allowing people to stand up and walk it out (turning their camera off if appropriate) can really help.

Are there barriers surrounding memory and overload? 

It’s worth looking at: 

• Using shared task trackers – they can provide a sense of accountability and an easily accessible point of reference
• Scheduling regular check-ins – this provides a safe opportunity to review progress, give reminders, and set realistic goals
• Recording key details – when focusing on the whole script, it can be easy to miss the dialogue; highlighting what’s important helps ensure people don’t get lost in the bigger picture.

Ultimately, supporting ADHD at work isn’t about lowering standards; it’s about removing unnecessary obstacles so people can do their best work, in ways that suit how their brains function.

How can people help themselves?

While workplace support is vital, many people with ADHD also benefit from building their own personalised ‘toolbox’ of strategies. This is usually a range of practical ways to work with their brain rather than constantly pushing against it.

No single strategy works for everyone, and what helps one week might stop working the next, which is why having a range of tools to draw from is so powerful. Strategy coaching can play a key role here. Instead of focusing on ‘fixing’ the person (because they aren’t broken), coaching helps individuals identify specific barriers and experiment with tailored approaches to managing their challenges.

A strong toolbox doesn’t replace adjustments at work, but it does empower people to advocate for themselves and create systems that support them across different roles and stages of life.