Supporting employees with ADHD

What's on this page:

What is ADHD?
What advantages can employees with ADHD bring to a business?
Adjustments and accomodations for employees with ADHD?
How to support employees with ADHD without disclosure
Tips for managing employees with ADHD
Assistive technology for employees with ADHD

Explore more on ADHD below

Or return to our main guide on neurodiversity at work to learn how different neurotypes and practices come together to create a neuroinclusive culture.

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What is ADHD and how does it affect work?

It’s estimated that around 5% of the population has ADHD (Attention Deficit Hyperactivity Disorder). ADHD is a neurodevelopmental difference that affects attention, focus and impulse control. Employees with ADHD may experience challenges with surrounding concentration, organization or managing time, particularly in fast-paced or highly structured environments.

ADHD diagnoses are rising worldwide, largely due to greater awareness. Individuals with ADHD can also have many strengths such as problem-solving, thrive under pressure and show intense focus, or hyperfocus, when working on tasks that spark their interest. They can be proactive, resilient and highly creative. With the right environment and tools, these strengths can drive innovation and energy across teams.

What does it feel like having ADHD at work?

Having ADHD at work can present a number of challenges for individuals, particularly in a neurotypical environment that may not cater to them. One common ADHD challenge for adults is difficulty with sustained focus and attention, which can make it hard to complete tasks.

Employees with ADHD may also find interpersonal interactions hard at times. This can include talking excessively or struggling to read social cues. As a result, employees with ADHD may feel dissatisfied with their work, isolated and frustrated.

To help all employees reach their full potential, it’s our duty as employers to create an neuroinclusive workplace. In an open and welcoming culture, not only can employees with ADHD thrive, but the business as a whole can benefit from the unique strengths these employees provide.

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What are the benefits of hiring employees with ADHD?

Neurodivergent individuals, including those with ADHD, represent a vast and often untapped talent pool of talent. These individuals are wired to provide valuable outside-the-box thinking. By embracing neurodiversity, employers can gain a competitive advantage and contribute to the success of their business. Here are some of the benefits of hiring employees with ADHD:

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AI tools boosting focus, clarity and productivity

Join Martin McKay, Everway’s Founder and Executive Chair, as he unveils AI tools designed to help everyone work to their strengths. Especially helpful for employees with ADHD and autistic thinkers.

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Adjustments and accommodations for employees with ADHD

Supporting employees with ADHD to achieve their best means helping them overcome any challenges. Start by asking the employee if they need any extra support. Then discuss what adjustments would benefit them. We’ve provided some examples of simple adjustments below.

Schedule regular check-ins

Offer the opportunity for regular one-to-one conversations. This can be with a line manager or neurodiversity champion. The goal is to ensure support as often as required.

Make short-term goals clear to group members

Try providing goals with short timelines, or break down a large project into smaller weekly tasks. When deadlines are far into the future, employees with ADHD may be more prone to forgetting them.

Be sensitive and open-minded

One of the most powerful ways of supporting a colleague or employee with ADHD is simply by getting to know them as a person. Together, you can focus on doing what you can to learn, understand and acknowledge their ADHD traits. Through this, you can explore what works and what doesn’t.

Assign a task buddy to help get work done

Getting started with tasks is often the most difficult phase for adults with ADHD. They may become overwhelmed or focus too much on planning the task. Pairing them with an accountability partner or buddy can be extremely helpful to motivate and stay on track.

Assist by offering to switch tasks if needed

ADHD adults often feel defeated when they make mistakes. If the mistake is made regularly, it may be worth discussing different responsibilities that better align with their strengths. This can help prevent the negative impact that repeated mistakes can have on their confidence and overall job performance.

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2 employees sitting on a safe with a laptop

Two colleagues walking down an office hallway, carrying a laptop and clipboard while engaged in conversation.

Three employees in a meeting room chatting with laptops and print outs

A team member working on a computer with a headset

Employee standing in front of a meeting room desk, with others collaborating in the background

Give employees the freedom to design their approach

Adjust tasks to those which suit the individual. For example, those that provide structure and stimulate the mind. You may also give flexibility on how the task is completed. This freedom involves people with ADHD in the process and allows them to use strategies that may be unconventional, but play to their strengths. Supporting them to share those ideas leads to greater confidence and success.

Consider the right accommodations

There are several additions you can make to an employee with ADHD’s work life to make things more manageable. Discuss what visual prompts would help aid attentiveness. For example, a wall chart, checklist, clock or timer. You may also want to allow the use of noise-canceling headphones to help block out distractions. It’s also important to allow for regular breaks and the opportunity for movement throughout the day.

Make employees comfortable while working from home

While remote working can be helpful for many employees, some people with ADHD may find it challenging to stay focused outside of the office. Try to be open to preferred methods of communication, whether it’s regular calls or mainly written communication. It also may be important to maintain structure with consistent routines, make time for emotional check-ins, and be direct in our online messaging.

How to support employees with ADHD without disclosure

Although some employees may feel comfortable sharing their ADHD diagnosis, this isn't the case for everyone. Many do not disclose due to the fear of stigma and discrimination. In fact, 76% of employees with a disability or neurodivergent condition do not disclose this at work. Luckily, there are multiple ways to ensure all employees are supported, whether they disclose that they’re neurodivergent or not:

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Hold neurodiversity awareness training for all employees to educate them about neurodiversity, including ADHD, and the common challenges faced by individuals with ADHD.
Offer flexible work arrangements, such as flexible schedules or remote work options. This allows employees to adjust how they work to their own needs, rather than needing to ask for adjustments.
Provide time management training, such as techniques for prioritising tasks, managing deadlines and staying organised. Making these resources available to all can help employees with adhd without singling them out.
Create a workspace that minimises distractions and excessive sensory stimuli, such as a lot of noise or bright lights.
Encourage employees to create Employee Resource Groups (ERGs) focused on neurodiversity. These networks can provide valuable resources and guidance without needing disclosure.
Provide tools that promote different ways of thinking, communicating and working to all employees, without the need for disclosure. For example, Read&Write for Work.

Tips for managing employees with ADHD

Every individual with ADHD experiences it differently. What works well for one employee might not work for another, so it's important to communicate with each employee to see what works for them. This general checklist gives managers a few areas to reflect on.

Be clear and consistent: Share goals and expectations in writing, and check that information is understood
Balance structure with flexibility: Offer enough structure to help with focus but leave room for creativity and autonomy
Break projects into steps: Large or open-ended tasks can be overwhelming. Smaller milestones can help maintain motivation
Recognise strengths: Notice moments of creative insight, energy, and hyperfocus, and celebrate them as valuable contributions
Reduce distractions: Make simple adjustments like quiet zones, flexible workspace options, or tools that aid concentration

Assistive technology for employees with ADHD

There are many ways to support employees with ADHD through neuroinclusive workplace design, but assistive technology can often have the most immediate impact. Read&Write for Work gives employees practical tools to manage focus, structure tasks, and boost productivity. For example:

Dictation: Allows employees to speak their ideas. Ideal for keeping up with fast-moving thinking or brainstorming on the go
Voice Notes: Makes collaboration easier by recording quick feedback or ideas directly into shared documents.
Text-to-Speech: Reads on-screen text aloud to support concentration and comprehension, helping employees stay engaged.
Highlights: Helps organise key information from emails, reports, and research into clear and summaries
Screen Masking: Calms visual clutter with adjustable color tints and a reading pane that reduces distractions.
Prediction and Check It: Provide instant writing support, catching small errors and maintaining momentum

Discover Read&Write

Read&Write Voice Notes and Word Prediction feature on a laptop

Supporting employees with ADHD

What's on this page:

Explore more on ADHD below

What is ADHD and how does it affect work?

What does it feel like having ADHD at work?

What are the benefits of hiring employees with ADHD?

AI tools boosting focus, clarity and productivity

Adjustments and accommodations for employees with ADHD

Schedule regular check-ins

Make short-term goals clear to group members

Be sensitive and open-minded

Assign a task buddy to help get work done

Assist by offering to switch tasks if needed

Give employees the freedom to design their approach

Consider the right accommodations

Make employees comfortable while working from home

How to support employees with ADHD without disclosure

Tips for managing employees with ADHD

Assistive technology for employees with ADHD

Other topics on neurodiversity in the workplace

Support employees with dyslexia

Support employees with autism

Support employees with dyspraxia

Support employees with executive function

Neuroinclusive recruitment and onboarding

Neuroinclusive culture and values

Employee Resource Groups

Universal Design for work