Supporting ADHD: Can I Get Workplace Accommodations for ADHD?

Many individuals with ADHD (Attention Deficit Hyperactivity Disorder) struggle quietly at work, feeling misunderstood or unsupported. Under UK law, however, they may be entitled to workplace accommodations, known as “reasonable adjustments”, to help them perform at their best.

In this article, we explore recent findings on the challenges faced by employees with ADHD. We cover how they can be supported, employers’ legal obligations, and the steps to take if those rights aren’t upheld.

If you have ADHD and believe you have been left unsupported unlawfully at work, contact Redmans Solicitors. Following a brief consultation, our employment experts can answer your questions, discuss your options, and assess your claim eligibility.

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ADHD Workplace Accommodations: The UK Landscape

Between October 2024 and September 2025, The Owl Centre conducted more than 6,000 neurodiversity evaluations. During that period, the national provider of assessments for ADHD and autism asked individuals about their experiences in the workplace. Its findings later revealed that 55% of those assessed struggled to secure or maintain employment, while a staggering 80% reported never receiving support or reasonable adjustments at work.

Difficulties arising from ADHD can vary, but the respondents cited some common challenges. Among them, issues faced included lateness, sensory stimulus sensitivities, workplace distractions, challenges in remaining organised, and pressures to meet deadlines.

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Nicola Lathey, founder of The Owl Centre, subsequently noted that ADHD is often poorly understood in the workplace. She said the Centre’s findings “highlight a critical gap,” with many workers mistakenly labelled as disorganised and left without the support they need. With “practical, evidence-based tools,” she added, employers could unlock the potential of employees who may be “some of the most innovative, creative, and solution-focused” members of their teams.

The Centre’s head of people, Jess Legge, added to the discussion, emphasising the vital role HR professionals play. She said, “Too often, what looks like poor time management or inconsistency is actually an unmet need for structure, clarity, and flexibility.” With this in mind, she urged employers to make small accommodations for ADHD in the workplace, claiming the improvements to the working lives of those affected would be significant.

How Can My Workplace Support My ADHD?

Individuals with ADHD can benefit from workplace accommodations, but there is a clear process to ensure these adjustments are effective.

Under the Equality Act 2010, reasonable adjustments are an employee’s entitlement if they have a physical or mental impairment that substantially affects daily activities over the long term. While disclosure isn’t mandatory, employers are only obliged to provide accommodations in the workplace if they are aware, or should reasonably be aware, of the disadvantage. Notifying one’s employer is therefore a key step in securing support.

Once an individual’s employer knows of their condition, it’s important to discuss the specific challenges they face and potential adjustments. Tailored accommodations are only possible when the employer understands the condition and its impact on the individual. Clear communication ensures that the right adjustments are made, improving the work experience and benefiting both the individual and their employer.

What are Reasonable Work Adjustments for ADHD?

Reasonable adjustments for ADHD can take various forms. When deciding whether adjustments are reasonable, employers will consider several factors, including the practicality and cost of implementation, as well as how effectively they will alleviate or mitigate the disadvantage the individual faces.

That being said, some potential ADHD workplace accommodations that may be considered include:

  • Quiet workspaces or private rooms, with dimmed lights or noise-cancelling headphones, to reduce distractions and sensory overload.
  • Planning tools, flexible deadlines, and regular check-ins to support organisation and task management.
  • Short, frequent breaks to manage concentration challenges.
  • Standing desks or walking meetings to address hyperactivity.
  • Checklists, visual aids, and summarised briefs to reduce ambiguity and support memory.

Notably, this list isn’t exhaustive; however, it illustrates the types of adjustments that can improve workplace conditions for employees with ADHD.

How Long Does an Employer Have to Make Reasonable Adjustments at Work?

A common question regarding accommodations in the workplace is: “How quickly must my employer act on a reasonable adjustment request?” Unfortunately, the law doesn’t set a fixed deadline for implementation, so there isn’t a simple answer.

Nonetheless, employers are required to act promptly once they are aware, or should reasonably be aware, of an employee’s condition. For straightforward adjustments, such as providing a quiet workspace or reorganising a schedule, action can often be taken immediately. For more complex workplace accommodations, however, such as restructuring duties, a reasonable period may be required to implement them effectively.

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It’s important to note that “reasonable” is judged in context. Factors such as an adjustment’s complexity, available resources, and the impact on business operations will all be taken into consideration. While employers are expected to act without unnecessary delay, taking time to ensure the adjustment is practical and sustainable is acceptable.

If an employer fails to implement reasonable adjustments within a timeframe considered appropriate or delays without clear justification, this can be regarded as a failure to meet their legal obligations. Employees in this situation may have grounds to raise the issue internally or seek advice on potential claims.

What to Do if Workplace Accommodations are Denied

If an individual believes they’ve been unlawfully denied reasonable adjustments for ADHD, it’s crucial to act promptly. While making a claim is a last resort, strict time limits apply.

Initially, depending on the circumstances, the individual should consider discussing the issue informally with their manager or raising a formal grievance. Both avenues help address misunderstandings quickly, while a formal grievance places additional legal obligations on the employer.

If internal procedures don’t lead to a satisfactory outcome, though, the next step is to initiate early conciliation with Acas. This is a mandatory process that must be completed before most employment claims can be filed and provides free, independent advice. Disputes resolved at this stage avoid the need for formal legal proceedings.

However, if all else fails, an employment tribunal claim can be pursued. Strict eligibility criteria and deadlines must be met, but successful claims can result in remedies such as compensation.

Get Help with Redmans

If you believe your accommodations for ADHD in the workplace have been denied unlawfully, contact us today. Redmans Solicitors are employment law specialists, and following a brief chat, we can provide expert advice. We will analyse your case, answer your questions and discuss your possible next steps.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.