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In this article, we explore workplace adjustments such as working styles, communication techniques and manager tips that allow employees with ADHD (Attention-Deficit Hyperactivity Disorder) to thrive in the workplace without barriers. With 2.6 million people in the UK having ADHD, it is crucial that workplaces take it seriously and put the appropriate and reasonable workplace adjustments in place to support neurodivergent employees.

To understand what workplace adjustments you can be making, you must first understand what ADHD means and how it might manifest itself symptomatically in neurodivergent people. As mentioned above, ADHD stands for Attention-Deficit Hyperactivity Disorder and with this condition come a variety of different symptoms, it can also present differently in men and women. Unfortunatley, due to the nature of the condition being centred around focus and attention, there can often be some negative misconceptions. One of the biggest myths is that ADHD only affects children, showing up as bad behaviour or trouble concentrating. In adults, it is often misunderstood as laziness or a lack of motivation.

While recent conversations around ADHD have brought much-needed awareness, they have also led to a more casual use of the term. This often reduces ADHD to being simply disorganised, forgetful or overly talkative. That can water down the severity of the condition and make it harder for those who truly live with it to be understood and supported.

Key signs and symptoms of ADHD include:

• Easily distracted – loses focus quickly, even during important tasks
• Forgetful – often forgets appointments, tasks or where things are placed
• Disorganised – struggles to keep plans, spaces or priorities in order
• Procrastinates – delays starting or finishing tasks, especially boring ones
• Fidgety or restless – finds it hard to sit still or stay physically calm
• Talks a lot or interrupts – may dominate conversations or speak out of turn
• Impulsive – acts quickly without thinking through the consequences
• Emotionally reactive – may feel easily overwhelmed or frustrated
• Poor time management – underestimates time or often runs late
• Trouble finishing tasks – starts things with energy but struggles to follow through

The symptoms of ADHD can appear in many different ways for each individual person. The signs listed here are just some of the more common and general symptoms that impact day to day activities. Someone might experience these symptoms to varying degrees, or they might completely different ones, much like women presenting ADHD very differently to men. Women with ADHD are more likely to experience:

• Inattentiveness
• Disorganisation
• Daydreaming or being easily distracted
• Emotional sensitivity, especially rejection sensitive
• Low self-esteem or imposter syndrome
• Perfectionism
• Chronic fatigue or burnout
• Anxiety or depression

Whereas men with ADHD might experience more outward signs, such as:

• Hyperactivity
• Impulsivity
• Difficulty focusing
• Disorganisation and poor time management
• Risk-taking behaviours
• Issues with emotional regulation
• Low self-esteem

While there are similarities in how ADHD can present, women are significantly more likely to go undiagnosed or to be mislabelled with conditions such as anxiety or mood disorders. This highlights the importance of appropriate support in the workplace. When ADHD is unrecognised or unsupported, it can lead to misunderstandings, reduced self-confidence, heightened stress levels and in some cases, absenteeism among people. Providing tailored support helps to create a working environment where neurodiverse employees feel seen and valued, giving them the opportunity to thrive and reach their full potential.

ADHD may affect an individual’s ability to meet deadlines, manage time, stay organised or maintain focus during long meetings. Without the necessary tools or flexibility, tasks that seem straightforward to others can quickly become overwhelming. However, with the right adjustments in place, these challenges can be managed effectively, enabling employees to contribute meaningfully without facing unnecessary pressure.

It is also essential to understand that ADHD often presents differently in men and women. This gender-based disparity means that many women may go undiagnosed or remain unsupported for longer periods, which can create additional barriers in the workplace. When employers take the time to recognise and respond to these differences, it not only enhances wellbeing and performance but also demonstrates a genuine commitment to equality and inclusion. Fostering a culture where neurodiverse people of all genders feel supported is not only best practice, it is a fundamental step towards building a truly inclusive workplace.

10 impactful workplace adjustments for ADHD

1. Providing clear written instructions alongside verbal guidance

ADHD can affect working memory, making it difficult to retain information that is shared verbally, especially if there is a lot of detail or it is delivered quickly. Written instructions allow the individual to revisit the guidance at their own pace, reducing confusion and giving them more confidence in completing tasks accurately.

2. Breaking tasks into smaller, manageable steps

Large, vague or repetitive tasks can feel overwhelming for someone with ADHD, making it difficult to know where to begin or how to stay focused. Breaking tasks down into clear, achievable steps provides structure and a sense of progress. This helps reduce stress, supports time management and makes the overall workload feel more manageable.

3. Offering flexible working hours or quiet spaces

People with ADHD may experience changes in focus and energy throughout the day, and busy environments can be a sensory overload. Allowing flexible hours, regular breaks/ extended breaks or access to quiet workspaces gives individuals the opportunity to manage their environment and working time in a way that best suits their concentration and wellbeing.

4. Using regular check-ins to review progress and adjust workloads

Routine check-ins help provide accountability and support without placing pressure on the individual. ADHD can affect time perception and task tracking, so having regular, constructive conversations gives employees the chance to reflect, raise concerns and adjust priorities before challenges become overwhelming.

5. Encouraging the use of planning tools or productivity apps

Digital tools and visual aids can make a big difference in helping someone with ADHD stay organised and focused. Encouraging the use of calendars, task lists or productivity apps gives individuals practical ways to manage their workload, track progress and reduce the mental load of trying to remember everything at once.

6. Being open, patient and supportive with communication

ADHD can influence how a person processes information or responds in conversation, particularly in high-pressure situations. Approaching communication with patience, understanding and clarity helps create psychological safety. This makes it easier for employees to ask questions, raise concerns and feel genuinely supported.

7. Providing access to assistive technology and tools

Practical tools such as noise-cancelling headphones/ white noise machines, Grammarly or text-to-speech software like Dragon Naturally can support focus, reduce distractions and make communication easier. Captioning software, such as Caption.Ed, is also helpful for those who find it hard to concentrate during online meetings or when watching recorded videos. Flexible working arrangements, access to quiet spaces, or support from a mentor or job coach can also make a meaningful difference. Tools such as fidget toys or stress balls are a great way to help employees with ADHD manage restlessness and maintain focus throughout the workday. These tools and adjustments help reduce cognitive load and allow employees to work in ways that better suit their needs.

8. Making time for conversations about what support the employee finds most helpful

Everyone’s experience of ADHD is different. Taking the time to ask what works best for the individual shows that their needs are being taken seriously. These conversations help build trust and ensure that support is not only well intended but genuinely effective.

9. Offering extended deadlines where possible

Providing additional time to complete tasks can make a significant difference for someone with ADHD. In education, students with learning differences are often given 25% extra time for exams or coursework, and this can be a helpful benchmark for the workplace too. Offering extended deadlines, where practical, shows an understanding that people process information and manage workload differently. It also reduces pressure and gives employees the space to produce their best work.

10. Providing ADHD awareness training for managers and teams

Raising awareness among colleagues and line managers, as well as additional training, helps reduce stigma, builds empathy and improves communication. ADHD is often misunderstood or minimised, which can result in frustration on both sides. Providing training ensures managers are better equipped to recognise potential challenges, respond supportively and offer reasonable adjustments. It also fosters a more inclusive and respectful team culture, where neurodiverse individuals feel understood and valued.

Neurodiversity support through Fertifa

Check in with your HR team to see what kind of neurodiversity support or benefits you may be entitled to. For those who have access to our neurodiversity services through Fertifa, support is available through our dedicated clinical network. In partnership with organisations such as Melios, Sloane Court Clinic, Neurobox, Psicon and Lexxic, we provide personalised care for a wide range of neurodiverse conditions, including ADHD, dyslexia, autism, obsessive compulsive disorder and more.

Our clinical partners can carry out diagnostic assessments where appropriate, and refer individuals back to us for ongoing support. This may include medication, therapy, coaching, specialist software and equipment, coloured lenses and other tailored tools to help manage symptoms more effectively.

We also offer workplace needs assessments. These are available whether or not someone has a formal diagnosis, and are designed to identify simple, practical adjustments that can make day-to-day work more accessible and sustainable.

Simple adjustments for neurodivergent employees can make a significant difference. When people with ADHD feel understood and supported, they are far more likely to thrive, contribute fully and feel confident in their role. If you want to learn more about how you can support your employees with ADHD and what neurodiversity support is available as a Fertifa patient, book a call with us today 💜