HR and managers implementing ADHD adjustments
Reasonable adjustments for ADHD are one of the most under-used productivity levers UK employers have. Handled well they retain talent, lift performance and reduce risk. Handled badly they become compliance theatre.
Under the Equality Act 2010, employers must make reasonable adjustments where an employee's disability puts them at a substantial disadvantage. ADHD can meet the disability definition. The test of 'reasonable' looks at effectiveness, cost, practicality and organisational size — not manager preference.
Written follow-ups after verbal instructions. Agreed protected focus blocks. Flexible start-times aligned to natural energy. Coaching support (often reimbursable via Access to Work). Noise-cancelling equipment. Meeting-load caps. Task-management tooling. A named point of contact for adjustment review.
Treat the request as performance data. Ask what the employee has already tried. Agree adjustments in writing. Review at 90 days. Fold the adjustment into normal 1:1s rather than isolating it. Never require repeated disclosure to new managers — carry it forward with consent.
Access to Work is a UK government scheme that can fund workplace support, coaching and equipment for disabled employees, including many people with ADHD. It is one of the most under-claimed sources of ADHD support in the country.
You can make adjustments without a formal diagnosis. The Equality Act protects employees where the condition meets the disability test — with or without a written diagnosis.
Recognised UK and international standards, regulators and professional bodies referenced across this practice.
The statutory framework for reasonable adjustments and disability discrimination in UK employment.
UK government funding for workplace support, coaching and equipment for disabled employees.
ACAS guidance on making reasonable adjustments for disabled workers in UK workplaces.
Equality and Human Rights Commission guidance for UK employers under the Equality Act 2010.
Cross-referenced pillars across the practice — designed to help senior teams navigate the full scope of Wayne Kelly’s enterprise neurodiversity, digital accessibility and AI work.
Group-scale strategy for FTSE 100/250 and multinational organisations.
Read more
WCAG 2.2, EAA readiness and inclusive digital design at enterprise scale.
Read more
Accessible, inclusive AI aligned to the EU AI Act and enterprise assurance.
Read more
In-depth guidance on ADHD, neuroinclusive leadership and workforce strategy.
Read more
Keynotes, leadership workshops and strategic advisory for boards, HR leaders, transformation directors and conference organisers across the UK.
