Neurodiversity is finally moving to the forefront of workplace wellbeing conversations, and for good reason. In the UK, around 2.6 million people are living with ADHD (Attention‑Deficit Hyperactivity Disorder), many of whom face unique challenges at work that are often misunderstood or overlooked. As a leader in workplace health innovation, Syrona Health helps employers create inclusive environments where neurodiverse employees feel valued, supported, and able to perform at their best.

In this article, we explore what ADHD is, how it impacts the workforce, and ten evidence‑based workplace adjustments every UK employer should consider.

Understanding ADHD in the Workplace

ADHD is a neurodevelopmental condition that can affect focus, organisation, time management, memory, and impulse control. It presents differently among individuals, and symptoms can vary between men and women.

Key symptoms may include:

• Easily distracted, forgetful, or disorganised
• Difficulty starting or finishing tasks
• Fidgeting or restlessness
• Talking a lot or interrupting
• Impulsivity and emotional reactivity
• Poor time management

Gender differences matter:

• Women with ADHD are often more inattentive, emotionally sensitive, and prone to burnout – and significantly more likely to go undiagnosed.
• Men may present with more visible hyperactivity, impulsivity, and risk‑taking behaviours.

Unrecognised and unsupported ADHD can lead to increased stress, reduced self‑confidence, and even higher absenteeism. Yet with the right reasonable adjustments and cultural understanding, these barriers can be dismantled.

10 Most Impactful Workplace Adjustments for ADHD

1. Provide Clear Written Instructions Alongside Verbal Guidance

ADHD affects working memory, making verbal‑only instructions harder to retain. Supplement conversations with bullet‑pointed written summaries so employees can revisit and clarify independently.

2. Break Tasks into Manageable Steps

Large, vague tasks can overwhelm. Breaking projects into smaller milestones provides structure, reduces stress, and creates visible progress points.

3. Offer Flexible Hours and Quiet Workspaces

Fluctuating focus patterns and sensory sensitivities mean ADHD employees benefit from flexible start/finish times, regular breaks, and access to low‑distraction zones.

4. Schedule Regular Check‑ins

Frequent, constructive catch‑ups help with time tracking, prioritisation, and workload adjustments before small issues escalate.

5. Encourage Planning Tools and Productivity Apps

Digital calendars, task lists, and visual aids like Kanban boards can help track deadlines and reduce cognitive overload.

6. Communicate with Patience and Clarity

ADHD can influence how people process and respond to information. Managers who respond with patience, clarity, and openness create psychological safety.

7. Provide Access to Assistive Technology

From noise‑cancelling headphones to Grammarly, text‑to‑speech software, captioning tools, or even stress‑relief fidget items – these tools can significantly reduce barriers to concentration and communication.

8. Hold Conversations About Individual Needs

ADHD manifests differently for everyone. Asking employees directly about useful adjustments ensures support is personalised, effective, and collaborative.

9. Extend Deadlines Where Practicable

Extra time to complete tasks mirrors the reasonable adjustment principle already used in education for neurodiverse learners and reduces unnecessary pressure.

10. Deliver ADHD Awareness Training

Educating teams and line managers reduces stigma, builds empathy, and develops inclusive leadership skills, fostering a workplace culture of understanding and respect.

Why UK Employers Should Care

In the UK, employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for employees with a long‑term condition like ADHD. Beyond compliance, companies benefit from:

• Improved retention & recruitment – demonstrating inclusivity attracts top talent.
• Higher productivity – adjustments help employees work at their full capacity.
• Better team culture – awareness reduces misunderstanding and conflict.

The Syrona Health Approach to Neurodiversity Support

At Syrona Health, we don’t believe in one‑size‑fits‑all wellbeing programmes. Our neurodiversity support is built on three pillars:

1. Early Identification – screening and referral pathways for ADHD, autism, dyslexia, and more.
2. Specialist Care Access – partnerships with leading UK neurodiversity specialists for diagnosis, coaching, therapy, and assistive technology.
3. Workplace Enablement – conducting workplace needs assessments, providing manager training, and embedding neurodiversity in corporate wellbeing strategies.

By combining digital tools, clinical expertise, and workplace consultancy, we help employers turn awareness into measurable impact.

Final Word

Supporting employees with ADHD isn’t just the “right thing” – it’s a business win. The cost of inaction is high: higher churn rates, lost potential, and disengagement. The cost of action, by contrast, often comes down to low‑cost tweaks and cultural shifts that pay dividends in productivity, innovation, and loyalty.

If you’re ready to build a workplace culture where neurodiverse talent thrives, Syrona Health can help you at every step.