Reasonable adjustments for ADHD at work: 3 top adjustments for productivity

There is more awareness of ADHD in the workplace and society than ever before, which is great. However, knowing exactly what reasonable adjustments are to help ADHDers thrive at work are less well known, which can leave gaps for individuals and workplaces. In this blog, we will look at ADHD at work and the top 3 reasonable adjustments to boost productivity for ADHDers. It will be suitable for individuals, managers, HR professionals and peers.

ADHD and work

People with ADHD have been found to face significant challenges in the workplace that people without ADHD don’t. Specifics of these challenges will be looked further into soon, however first it is worth mentioning how important acknowledging these challenges are. WHO has claimed that around 22 days’ worth of productivity is lost a year for those with ADHD. Also, it has been calculated that men with ADHD are 2.1 times more likely to be unemployed than men without ADHD, and for women it is 1.3 times more likely (Schein et al., 2022). This shows that making the workplace more of an accessible environment for people with ADHD is imperative, as there are serious consequences for the economy, businesses, and the individuals if adjustments aren’t created for those with ADHD.

Studies have previously found that people with ADHD symptoms and diagnoses have higher rates of work-related problems. A study found that this particularly effected their ability to meet their own standards for themselves, and inattention posing as an issue in the workplace also (Fuermaier et al., 2021). Another study concluded that ADHD had a significant negative impact on performance at work (Shifrin et al., 2009).

A meta-analytic review by Matt et al. (2013) has previously found that working memory is a common deficit in those with ADHD. Working memory is something that a lot of jobs utilise, to complete tasks in a timely manner, and can allow employees to manage their time and priorities effectively. Those with ADHD may struggle with this, therefore making their jobs more difficult to complete. A part of the findings of a study conducted by Weinhardt et al. (2025) found that higher levels of ADHD symptomology predicted a decrease in work engagement. This could create a disconnect between the person and their work, lowering their motivation and therefore their output.

However, ADHD also comes with many strengths that could really add to a work force. Research conducted by Hotte-Meunier et al. (2024) saw that participants with ADHD stated that their ADHD came with talents and skills that helped them at work. Determination to overcome challenges, creativity, multitasking, hyper focusing, and empathy were among the many skills that came as a result of ADHD that helped them at work. It is critical to capitalise on these strengths of ADHD in the workplace through creating an environment for them to flourish.

To summarise...

Here are the key points from the research:

• It is vital to acknowledge to impact that not adjusting for ADHD in the workplace can be to the economy, business, and individual.

• People with ADHD may struggle to meet standards they set for themselves.

• Inattention can get in the way of work.

• Working memory can be decreased in those with ADHD.

• Higher levels of ADHD symptomology can decrease workplace engagement.

• ADHD has many strengths present in the workplace; we should encourage these.

How to spot ADHD at work

Being able to identify signs of ADHD in your colleagues and employees is so valuable when maximising work output, workforce productivity, and employee mental health. Through spotting that someone has ADHD in the workplace, measures can be put in place make their tasks more accessible and manageable, therefore increasing productivity. Here are 3 signs that your colleague or employee has ADHD:

They work late to do the tasks they have been putting off.

ADHD brains have lower levels of dopamine being released (the reward hormone), meaning that they may be less motivated by this rewarding feeling, to start mundane tasks as they are less likely to get that rewarding and satisfied feeling that non-ADHD brains may have. As a result, they may put off doing these mundane admin tasks until there is a real sense of urgency. This may occur at the very end of the day, whereby they may have put off doing the tasks that don’t reward them with enough dopamine until they feel a sense of urgency, at which point they stay in late to complete it under time pressure.

They are typically under a big rush before a deadline, and may miss deadlines frequently.

Leading on from the last point, it is common that ADHD brains don’t feel motivated to complete a task until there is significant pressure on them to complete it in a timeframe. This is partly due to the executive dysfunction that ADHD brains have, which includes struggles with time management. This means that it is harder for ADHDers to complete regulate and distribute their time, which can be visible in the workplace. It may manifest as submitting projects or documents on or after the deadline.

They get distracted, or don’t finish tasks that they started.

The common inattention symptom of ADHD often means that people with ADHD get distracted easier than those without ADHD. In the workplace, this may look like workers switching between tasks, leaving tasks incomplete, or getting distracted by non-work-related tasks altogether.

If you can identify these signs in someone else in the workplace, it may be worth having a conversation with them about potentially having ADHD, then with their permission talk to your line manager (if they are a colleague) about it. This is because business and companies can offer reasonable adjustments for neurodivergent employees, which can make everyday working much more comfortable and adapted for them. We discuss what these reasonable adjustments can be below.

3 reasonable adjustments for ADHD at work

Reasonable adjustments for neurodivergent employees and colleagues can prove to be so beneficial both at an individual and business-wide level. Here is 3 examples of what reasonable adjustments you may be able to acquire in the workplace if you are neurodivergent.

Diary management

Your manager or employer may be able to manage your diary and agenda in a flexible manner that suits the way your brain works. This may be giving you extra time on the subjects and tasks that you are interested it, so that you are able to produce high quality work and hyperfocus on your workload. It may also be to disperse mundane admin tasks into small chunks scattered throughout the day to reduce procrastination and boredom and potential for distraction. Similarly, they may be able to manage your diary in line with a focus technique, such as the Pomodoro method, to combat inattention at work. This involves doing a set amount of time of work, followed by a short break, repeatedly. If your manager can implement this into your workday, it can help you stay focused as you are motivated by the constant reward of a break.

Management support

Similarly, managers may be able to provide reasonable adjustments in the form of support in your tasks. This could be through giving you extensions on your deadlines, extra time in assessments, or a change in workplace scenery. For example, if you are someone who struggles with getting distracted, they could place you somewhere quiet and away from distracting noise or even allow you to work from home. Or if you struggle with planning your time, they could break down your projects and tasks and give you a small deadline on every stage of them.

Task management tools

Employers could give you tools and equipment to optimise your productivity. This may be noise cancelling headphones to block out distractions, or AI tools to break down your tasks into reasonable steps to give you that jump start that you need. There are many tools out that may really help you focus and aid you in being your most productive self.

It is worthwhile having a conversation with your employer or manager about what they can provide you with as someone with ADHD. It is imperative that you feel comfortable and supportive at work, and through finding reasonable adjustments that fit with your style of working, you are taking a step in the right direction.

Here we have covered the impact of ADHD symptoms in the workplace, how to spot ADHD in others, and potential reasonable adjustments that could be put in place to make you more comfortable at work. If you are struggling with your symptoms and really feel them take an impact on your work life, reach out to a manager or colleague. They are there to encourage you to help you reach your professional goals, and may be able to implement these measures and allow you to approach your work in a way that is compatible with your brain.

We have a variety of other blogs about ADHD to support and inform you on past and current research on the topic. These include: ADHD tips for adults, task paralysis in ADHD, procrastination with ADHD, and what to expect from a private adult ADHD assessment. We also provide ADHD diagnostic assessments which include reasonable adjustments recommendations, as well as bespoke training on ADHD at work.

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