Workplace adjustments and your rights

ADHD is recognised as a disability under the Equality Act 2010 where it has a substantial and long-term effect on day-to-day activities. This means employers have a legal duty to make reasonable adjustments once they are aware of the diagnosis.

Examples of reasonable adjustments

• Flexible start times to match peak focus periods.
• A quiet workspace, noise-cancelling headphones, or remote working options.
• Written follow-ups to verbal instructions.
• Clear, broken-down task lists with deadlines.
• Access to coaching, mentoring, or executive functioning support.
• Adjusted performance management timelines for new tasks.

How to ask

Approach your line manager or HR. You do not need to share your full diagnostic report unless you choose to. A letter from us summarising the diagnosis and recommended adjustments is usually sufficient.

If you face resistance

Access to Work is a UK government scheme that funds workplace adjustments and support. ACAS provides free, impartial advice on workplace rights. If you face discrimination, an employment tribunal claim is possible, with support from a union or advisor.