How to support employees with ADHD at work

A quick insight: ADHD diagnoses are on the rise, with NHS data showing more than 490,000 people in England currently referred for assessment. Unfortunately, many employees with ADHD at work still remain unsupported. By building awareness, challenging misconceptions and creating supportive practices, organisations can make a tangible difference to wellbeing, productivity and engagement.

October is ADHD Awareness Month and for organisations it is an opportunity to celebrate neurodiversity while reflecting on how well employees with ADHD are supported. 

But awareness campaigns are most effective when they move beyond posters or emails to encourage genuine dialogue. Hosting talks with specialists, highlighting resources, sharing employee stories and encouraging open conversations can make awareness efforts meaningful. More importantly, they signal that ADHD support is not a once-a-year initiative but part of a wider commitment to creating an inclusive workplace culture.

Related: A guide to supporting neurodiversity in the workplace

Understanding ADHD at work today

Even if you don’t have anyone working for you with an official ADHD diagnosis, odds are you still have some neurodiverse employees on payroll. The Adult Psychiatric Morbidity Survey found that 13.9% of adults screened positive for ADHD symptoms, although only 1.8% had a formal diagnosis. NHS England reports that by March 2025 there were 491,470 open referrals for ADHD assessment, with nearly 70% of those adults. Referrals rose 13.5% in a single year, showing just how fast demand is growing.

This surge in awareness and diagnosis means more employees are seeking understanding and support at work. Yet research suggests that without this support, adults with ADHD face lower work performance, higher sickness absence and even twice the risk of workplace accidents. The evidence is clear: businesses that invest in ADHD-friendly practices stand to benefit not just employees but performance and retention too.

How to recognise ADHD Awareness Month at work

Awareness campaigns are an important starting point. For example, during October organisations might:

• Invite guest speakers with lived experience of ADHD

• Share myth-busting resources on the intranet or in newsletters

• Run lunch-and-learn sessions about ADHD and executive function

• Encourage employees to share their own neurodiverse perspectives

• Highlight internal resources such as employee networks or wellbeing support

These activities show that the organisation values neurodiversity and wants to open up conversations that might otherwise remain hidden.

How to support employees with ADHD at work

Support often starts with putting the right structures and resources in place. These help employees with ADHD reduce barriers and build on their strengths.

Examples include:

• Clear expectations and communication – providing written instructions, task checklists and shared calendars to ease executive function challenges.

• Flexible working arrangements – such as remote options, varied hours or quieter spaces that support focus.

• Regular feedback and shorter check-ins – helping employees stay on track without being micromanaged.

• Coaching and mentoring opportunities – giving employees access to tailored strategies for managing their workload.

• Assistive technology – focus apps, digital planners or captioning tools that make daily tasks easier.

These structural supports create a strong foundation and show employees that their needs are recognised.

How to support ADHD at work day-to-day

Beyond formal structures, the real difference comes from what happens in everyday interactions. Organisations can create a more inclusive culture by:

• Training managers on ADHD awareness – equipping them with confidence and practical tools to support their teams.

• Embedding neurodiversity into wellbeing strategies – so support is part of everyday practice rather than a one-off initiative.

• Creating peer networks or employee groups – safe spaces for employees with ADHD to share experiences and advice.

• Reviewing HR policies regularly – making sure recruitment, promotion and performance processes reflect diverse needs.

• Encouraging leadership role modelling – leaders who speak openly and with curiosity about neurodiversity set the tone for the whole culture.

These everyday practices make support visible, credible and lasting, helping employees with ADHD feel genuinely valued.

ADHD and executive function: What you might not know

ADHD often affects executive function skills like planning, prioritising and sustaining focus. Despite this, employees with ADHD may also bring exceptional creativity, problem-solving ability and energy. Businesses that learn how to reduce barriers can gain from these strengths.

For example, while long unstructured meetings may be difficult, brainstorming sessions with clear facilitation can harness creativity. Allowing alternative ways of working, such as voice notes instead of written reports, can unlock productivity that might otherwise be lost.

Myths and misconceptions about ADHD

Too often, ADHD is misunderstood or misrepresented. Here are some common myths worth challenging:

• “ADHD is just a childhood condition.” In fact, many adults live with ADHD, often undiagnosed.

• “ADHD is only about hyperactivity.” Symptoms also include inattention, impulsivity and executive function challenges.

• “People with ADHD cannot succeed in demanding jobs.” Many high-performing entrepreneurs, scientists and creatives live with ADHD.

• “Medication solves everything.” While medication can help, workplace adjustments and supportive culture remain crucial.

Breaking these myths not only improves understanding but helps employees feel seen and respected.

Famous business leaders with ADHD

As we’ve already mentioned, ADHD does not limit success. And we have the names to prove it. Many successful entrepreneurs and leaders credit ADHD traits such as creativity, risk-taking and resilience for shaping their careers.

• Richard Branson, founder of Virgin Group, has spoken about how ADHD shaped his entrepreneurial approach.

• Ingvar Kamprad, founder of IKEA, was open about how ADHD influenced his unconventional problem-solving.

• Paul Orfalea, founder of Kinko’s, described ADHD as the reason behind his innovative business model.

• David Neeleman, founder of JetBlue Airways, has credited ADHD with his ability to think differently.

• Michael Phelps, though best known for sport, has built a business empire and advocacy platform, while being open about his ADHD.

These examples highlight that with the right environment, employees with ADHD can excel in leadership and innovation.

Why businesses need to keep pace

The rise in ADHD diagnoses makes this a pressing workplace issue. With nearly half a million people in England waiting for assessment, many employees are navigating ADHD without formal support. Organisations cannot afford to wait.

Employees with ADHD want the same things as their colleagues: recognition, opportunity and a chance to do meaningful work. By adapting management practices and making small changes, businesses can unleash talent that might otherwise be overlooked. 

By listening, learning and acting, businesses can show employees with ADHD that their voice matters and their contribution is valued. Want to explore how your organisation can better support employees with ADHD at work? Talk to People Insight about how our employee surveys and consultancy support can help you understand employee sentiment and act on it in meaningful ways.