ADHD workplace support 7 Factors To Consider when supporting an employee with ADHD

In high-performance cultures, there’s a common misconception that success comes from fitting a particular mould. But in reality, some of the greatest breakthroughs in sport, science, and business come from minds that don’t fit the norm.

Take ADHD. Far from being a deficit, it can be a divergent way of thinking that unlocks creativity, persistence, and hyperfocus. But only if the environment allows it.

And now, the environment is changing. The UK’s new Employment Relations Act currently progressing through the House of Lords with implementation expected in 2026 gives employees protection from unfair dismissal from day one. That means, from the moment a person with ADHD joins your team, they’re entitled to reasonable adjustments under the Equality Act 2010. But the real question isn’t what the law demands. It’s what your business could gain by doing this well.

The Myth of Fitting In

Many adults with ADHD have spent years learning to mask their differences, often at great personal cost. From a young age, we’re taught that standing out is risky. So, we internalise the idea that fitting in is safe, and standing out is dangerous.

This black-and-white thinking is a common ADHD trait. And it creates a fragile mindset:

If I don’t get everything done, I’ve failed.

If I make one mistake, the day’s a write-off.

If I don’t match my full potential every time, I must be underperforming.

On the flip side, when something goes brilliantly, we may attribute it to luck a classic positive illusory bias. The result? Self-doubt builds, and the very strengths we bring can feel inaccessible.

My Story: Perfectionism, Burnout, and Working Differently

Before becoming an ADHD coach, I worked as a Chartered Financial Planner. On paper, I was doing well. But inside, I was in a constant battle with perfectionism.

I believed that unless my meeting report packs were flawless, the meeting itself would be a disaster. I’d spend hours preparing, re-checking, tweaking. The pressure I put on myself wasn’t sustainable.

I lived in a cycle of burnout, especially when preparing for client meetings. And while the post-COVID world embraced flexible working, I found even stepping into the office overwhelming. Why? Because I think best by speaking dictation helps me process. But in an open-plan space, that felt embarrassing. I only went into the office twice after COVID. If I’d been able to work differently to dictate freely I could have contributed far more.

What ADHD Employees Need (And Why It’s Not One-Size-Fits-All)

ADHD doesn’t look the same in everyone. Some thrive on urgency. Others need calm. Some are energised by ideas. Others need help breaking them into steps. The point is, reasonable adjustments must be tailored to the individual.

Examples of adjustments include:

Written instructions alongside verbal ones

A quiet space or noise-cancelling tools

Regular planning check-ins

Flexibility in hours or communication style

Coaching to support focus and task management

But let’s be clear, these are not prescriptions. They’re starting points for a conversation. In fact, what helps one person could make things harder for someone else. That’s why consultation and review are essential.

Many Adults Don’t Know What They Need or How to Ask

With increasing numbers of people being diagnosed in adulthood, many are still getting to grips with what ADHD means for them in the workplace.

Often, they:

Feel unsure how to articulate their needs

Worry they’ll be seen as “difficult” or “less capable”

Avoid asking for help for fear of being treated differently

This fear can be the biggest barrier to accessing their potential.

That’s where coaching comes in. It helps employees:

Understand their working style

Identify realistic, helpful strategies

Practise communicating their needs confidently

Frame their adjustments as ways to boost team performance, not as a burden

Access to Work: 100% Funded Support for Small Employers

The Access to Work scheme provides government funding to support disabled employees including those with ADHD, to do their jobs well. This can include:

ADHD coaching

Specialist software or equipment

Strategy sessions or training

If you’re a small employer (under 50 staff, turnover under £10.2 million, balance sheet under £5.1 million), you may be eligible for 100% funding.

I help businesses and employees navigate the process, understand what’s possible, and make support feel natural not awkward.

From Legal Obligation to Strategic Advantage

The Employment Relations Act raises the legal bar and rightly so. But beyond compliance lies something more powerful: potential.

People with ADHD can bring:

Intense focus and productivity (with the right support)

Fresh thinking and problem-solving ability

Energy, empathy and insight

But they’ll only bring these gifts forward if they feel safe to work differently, and confident that their differences will be respected, not hidden.

Final Thought: This Isn’t About Charity. It’s About Performance.

You don’t need to change everything. You just need to start by listening. You don’t need a neurodiversity department. You need curiosity, openness, and support.

Because when you support someone with ADHD, you’re not doing them a favour. You’re helping them bring their best to the table which is, after all, why you hired them.

Want support creating an ADHD-friendly workplace?

I offer:

Government-funded ADHD coaching (via Access to Work)

Training for managers and teams

Practical advice on reasonable adjustments

Not sure where to begin?

I offer a complimentary 30-minute call to help you explore the best way forward for you and your business, whether you’re supporting a current team member or planning ahead.

👉 Book your free call with Michael Ross – ADHD Coach and Trainer ADHD Coaching Discovery Session today  📅and unlock the competitive edge hidden in plain sight

The next breakthrough in your business might not come from someone who fits in.

It might come from giving someone the space to thrive by working differently.

Reasonable adjustments for ADHD in the workplace are essential for compliance, inclusion and performance especially in light of the new Employment Relations Act and evolving UK employment law.

See here for 7 ADHD Spring Clean Steps to Tidy Your Space, and Take Back Control