With proposed welfare reforms set to move thousands of people off long-term disability benefits and into employment, employers are being urged to prepare for a wave of neurodivergent - particularly individuals with ADHD - into the workforce.
ADHD is one of the fastest-growing adult diagnoses in the UK. While awareness is improving, many workplaces are still not equipped to offer the support that helps employees diagnosed with ADHD succeed.
As a result, HR professionals are being advised to take proactive steps to ensure compliance with the Equality Act 2010. This act classifies ADHD as a disability when it significantly impacts daily life. This means that employers must make ‘reasonable adjustments’ for their staff diagnosed with ADHD. Failure to do so could expose organisations to discrimination and claims.
“These reforms will bring change, and with that comes opportunity,” says Dr Mukesh Kripalani, the Lead Consultant Psychiatrist of The ADHD Centre. “The question is whether organisations are ready with the right systems in place.”
The ADHD Centre supports employers and employees by providing a robust neurodiversity assessment and treatment service alongside practical training for HR teams and managers to help them better understand and support staff with ADHD. They also provide ongoing one-to-one coaching for employees, helping them build confidence, manage their workload, and thrive at work. This combined approach ensures that both staff and organisations are equipped to create a more inclusive, supportive workplace.
Research from Deloitte USA has shown that diverse teams—particularly those inclusive of neurodivergent individuals are more agile, innovative, and more likely to identify new opportunities.
“Neurodiversity should not be viewed as a barrier but as a potential asset to any organisation if the right strategies are in place. Individuals with ADHD often demonstrate high levels of creativity, energy, problem-solving ability, and hyperfocus on tasks that engage their interest. Companies that understand and support neurodiversity often benefit from increased innovation and dynamic thinking. Rather than seeing adjustments as burdens, employers should view them as opportunities to unlock hidden talent”, says Dr Kripalani “and it is important to understand that this isn’t about doing more, it’s about doing things differently,” “Small adjustments can make a huge difference in both performance and retention, and it gives people a fair chance to succeed.”
The ADHD Centre’s recommended strategies include:
- Tailored onboarding - including extended settling-in periods and a structured induction
- Offering one-to-one coaching for staff, managers and HR departments on managing neurodivergent staff.
- Providing staff with flexible working models, including hybrid or quiet hours, to support productivity and mental well-being
- Clear, written instructions to break down complex tasks, support memory and task management
- Sensory-friendly workspaces and access to quiet zones or noise-reducing tools
- A different approach to recruitment and the interview process.
- Offering regular check-ins and consistent staff and manager support
Sophie Hailwood, a Director of Operations and the Neurodiversity Lead at Touchstone,
says, “Before being diagnosed with ADHD, I struggled with deadlines, emails, and focus. I was worried I’d lose my job. After sharing my diagnosis, my employer introduced small but significant changes, like weekly planning meetings, noise-cancelling headphones, and breaking down big tasks. The regular coaching sessions have also really helped. Now, I feel understood, supported and valued. I’ve never worked better.”
This moment offers employers a real chance to lead. Organisations that act now, by training their teams, building inclusive processes and seeking expert guidance, will be better placed to attract and retain this new wave of talent.