Resonable adjustments for ADHD

Reasonable adjustments explained

Reasonable adjustments are changes to your work environment, processes or practices that make your job easier and more accessible. They should be tailored to your needs through open and collaborative conversations with your employer. By asking for the right support you can unlock your full potential, enabling you and your employer to benefit from the unique qualities ADHD brings to the workplace. 

Why reasonable adjustments matter

While some may think that reasonable adjustments only benefit the employee, they’re equally beneficial for employers and the workplace as a whole. Here are some examples of the effects adjustments can have. 

For employees:

• Empowerment and inclusion: Adjustments remove obstacles enabling you to perform at your best and feel valued for the work you do.
• Improved wellbeing: Tailored support reduces stress and fatigue creating a healthier work experience.
• Career progression: When you have what you need to succeed you can grow professionally to fully contribute to your team and wider organisation.

For the workplace:

• Higher productivity: Teams work more efficiently when everyone can perform without unnecessary obstacles.
• Reduced absence and turnover: Supporting employees proactively lowers sickness rates and retention costs.
• Stronger company culture: Demonstrating commitment to inclusion builds trust and can give companies an advantage in attracting talent.

Is a diagnosis needed for workplace adjustments?

You do not need an official ADHD diagnosis to ask for reasonable adjustments at work, but having a formal diagnosis can make it easier to get the support you need and ensure your request is taken seriously.  

Under the Equality Act 2010 employers have a legal duty to make adjustments if your condition has a substantial and long-term impact on day-to-day activities. What matters is how ADHD affects you, not the label. If you are waiting for an assessment or simply suspect you have ADHD, you can still start the conversation and request support based on your symptoms and challenges. 

Many people do not have a formal diagnosis because of long NHS waiting times, cost barriers for private assessments, lack of awareness, stigma or fear of discrimination. Some people also mask symptoms to fit workplace expectations which can lead to stress and burnout. 

Getting a diagnosis can often bring greater clarity to your experience of living with neurodiversity. It helps you understand your strengths and challenges and gives you access to tailored support. Choosing a trusted provider like Xyla means you receive expert ADHD assessment and personalised post-diagnostic strategies to manage symptoms and thrive at work. 

Whether you choose to pursue an official diagnosis or not, talking about your needs early can help you feel supported, improve your wellbeing and make work more enjoyable. 

Examples of reasonable adjustments for ADHD at work

The right adjustments can make a big difference in helping you manage challenges and make the most of your strengths. These changes are often simple and can boost your focus, productivity and wellbeing. Here are some practical examples you can ask for: 

Environment and distraction

• Ask for a quiet workspace or the option to work remotely if noise and activity make it hard to concentrate. 
• Request noise cancelling headphones or a desk divider to help you stay focused. 
• If sitting still is difficult, suggest movement-friendly options like a standing desk or ergonomic chair. 
• Talk about sensory factors that affect you, such as lighting or strong smells, and ask if adjustments can be made. 

Time and task management

• Ask for clear written instructions alongside verbal guidance so you have something to refer back to. 
• Suggest breaking large projects into smaller steps with mini deadlines to make them more manageable. 
• Request access to time management tools like calendars with alerts or productivity apps. 
• Arrange regular check-ins with your manager or mentor to help prioritise tasks and stay on track. 
• If deep focus takes longer, ask for flexible deadlines where possible. 

Communication and meetings

• Request meeting agendas in advance and written summaries afterwards to help with understanding. 
• Let your manager know that moving or fidgeting during meetings helps you focus. 
• Ask to limit multitasking by reducing concurrent projects and setting realistic deadlines. 
• If processing information is a challenge, request assistive technology like speech-to-text or note-taking tools. 

Sensory and scheduling

• Ask for flexible start and finish times or short breaks to manage energy levels. 
• If you take medication, discuss organising work around your schedule. 
• Request quieter or less stimulating environments for meetings when possible. 

Additional support

• Suggest ADHD and neurodiversity awareness training for your team to build understanding. 
• Ask about having a workplace buddy or mentor for ongoing guidance. 
• Explore Xyla’s post-diagnostic support service for personalised strategies to manage ADHD symptoms and thrive at work.