Quick answer: adhd reasonable adjustments at work can include clearer tasking and priorities, fewer concurrent projects, protected focus time, written instructions, regular check‑ins, flexible working, a quieter space, and ADHD awareness training for teams. If you’re living with ADHD, you’ll know that the workplace can sometimes feel like a minefield—especially when deadlines pile up, tasks multiply, and instructions seem to arrive in a jumble. The good news is, the law is on your side. Under the Equality Act 2010, employers must make reasonable adjustments if your disability puts you at a substantial disadvantage compared to others. But what does that actually mean in practice, and how do you make it work for you?
Let’s break it down, step by step, with real examples and practical solutions.
What Does the Law Say?
The Equality Act 2010 is clear: if your employer knows (or should reasonably know) that you have a disability, and that disability makes aspects of your job harder, they must consider reasonable adjustments. You don’t need a formal diagnosis to be protected, but having one can help when negotiating changes.
The duty kicks in when your employer is aware of your impairment and the disadvantage it causes. What counts as “reasonable” depends on how effective, practical, and affordable the adjustment is, and how it affects the business. It’s not a blank cheque, but it’s more than just a tick-box exercise.
What Does This Look Like in Real Life?
A recent employment tribunal in London (Khorram v Capgemini UK Plc) made things clearer. Ms Khorram, a senior technologist, struggled with ADHD-related challenges at work—especially multitasking, deadlines, and unclear instructions. Occupational Health recommended adjustments, including ADHD awareness training for her team. The tribunal found Capgemini failed to make reasonable adjustments, particularly around setting achievable tasks and providing neurodiversity training. The lesson? Training and a calibrated workload aren’t just nice-to-haves—they can be legally required if ADHD is causing disadvantage.
What Kind of Adjustments Actually Help?
Generic advice is everywhere, but let’s get specific. Here are adjustments that often make a real difference for people with ADHD:
Clear Tasking and Priorities: Instead of vague instructions, ask for written priorities, broken down into smaller, staged deliverables. If you’re drowning in projects, request fewer concurrent tasks and realistic deadlines. For example, if you’re a project manager, you might ask to focus on two projects at a time, with weekly written updates.
Structure and Planning: Weekly planning check-ins and short, frequent progress meetings can help keep things on track. If you’re in sales, a Monday morning priority list and a Thursday afternoon review can make a world of difference.
Written Communication: Verbal instructions can be hard to process. Ask for bullet-point emails after meetings, confirming what’s expected, by when, and who’s involved. If you’re in a creative role, this can help you focus on the essentials and avoid getting lost in the details.
Environment: If noise or distractions are a problem, request a quieter workspace or noise-cancelling headphones. For focus-heavy tasks, see if you can work from home or book a meeting room for solo work.
Time Management: Protected focus blocks in your calendar—say, Tuesday and Thursday mornings—can help you tackle complex tasks without interruption. Use reminders or task-tracking tools to keep on top of deadlines.
Meetings: Ask for agendas in advance, time-boxed items, and summary actions sent afterwards. If you’re in a team that loves to chat, this keeps things efficient and helps you prepare.
Support: A buddy or mentor can provide regular feedback and help you navigate tricky situations. If your company offers coaching, take it up—especially if it’s tailored to ADHD.
Training: ADHD and neurodiversity awareness sessions for managers and teams can reduce misunderstanding and stigma. Even a one-hour webinar can shift attitudes and make your working life easier.
Flexibility: If mornings are tough, ask for flexible start times. After sickness absence, a phased return can help you get back up to speed without feeling overwhelmed.
How to Ask for Adjustments (and Get Results)
It’s easy to feel nervous about asking for help, but a clear, practical approach works best. Here’s how to do it:
Write a Short Request: Explain the specific difficulties you’re facing at work due to ADHD. For example, “I find it hard to manage multiple projects with shifting deadlines, which affects my ability to deliver on time.”
Propose Specific Adjustments: Pick three to five changes that would make the biggest difference. For instance, “Could we trial a weekly priority list, cap concurrent projects to two, and set up protected focus time on Tuesday and Thursday mornings?”
Attach Evidence: If you have Occupational Health notes, clinical letters, or a brief self-assessment, include them. Map your difficulties to the tasks you struggle with.
Suggest a Trial Period: Propose a six to eight week trial, with a review date to tweak what’s working and what isn’t.
Keep a Record: Send your request by email, and keep notes of meetings and agreed actions. This helps if you need to follow up or escalate.
What Should Your Evidence Bundle Include?
You don’t need a mountain of paperwork. A simple bundle might include:
Occupational Health recommendations (if you have them)
A short role profile and examples of tasks affected (e.g., multitasking, deadline clustering, unstructured work)
Any supportive clinical documentation or coaching report
Proposed adjustments linked directly to each difficulty
Pitfalls and Watch-Outs
It’s easy to fall into common traps:
Only Stating Diagnosis: Don’t just say “I have ADHD.” Describe how it affects your work and what you need to succeed.
Asking for Everything at Once: Prioritise high-impact, low-cost adjustments first. You can always add more later.
No Review Date: Without a trial and review, adjustments can drift or be forgotten.
Silence After Disclosure: If nothing happens after you disclose, follow up. Use HR or a formal process if needed. ACAS Early Conciliation applies before tribunal claims.
Real Example
Tara, a senior pre-sales lead with ADHD, was overwhelmed by five concurrent bids and shifting priorities. Her manager trialled a weekly written priority list, capped bids to two, and added a 30-minute check-in plus protected focus blocks. The team received a short ADHD awareness session. Within one quarter, deadlines were met and bid quality improved. Tara felt less anxious and more in control.
If You’re Struggling to Get Adjustments
If your employer drags their feet, keep following up. If you’re ignored, consider raising a formal grievance. ACAS Early Conciliation is a step before any tribunal claim, and it’s worth using if things don’t improve.
Final Thoughts
Navigating ADHD at work isn’t just about getting by—it’s about thriving. Reasonable adjustments aren’t a favour; they’re a legal right. The key is to be specific, practical, and persistent. Start with what will make the biggest difference, keep the conversation going, and don’t be afraid to ask for what you need.
Disclaimer: This article provides general information for educational purposes only. It is not legal, medical, financial or tax advice. Outcomes can vary based on your personal circumstances.
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