Help your team thrive with tailored ADHD support
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- ADHD (Attention Deficit Hyperactivity Disorder) is a neurodevelopmental condition that affects around 4% of UK adults. It is commonly associated with differences in attention regulation, impulse control, and energy levels.
- Employees with ADHD bring unique strengths to the workplace, such as creativity, problem-solving skills, and the ability to hyper-focus on tasks of interest.
- Many people with ADHD experience difficulties in traditional work environments due to factors such as rigid structures, sensory distractions, and expectations around certain skills like time management.
- With the right support and workplace accommodations, employees with ADHD can thrive and make significant contributions to their teams.
People with ADHD (Attention Deficit Hyperactivity Disorder) thrive in work environments that play to their strengths, and support any challenges they may have. The first step towards managing and supporting someone with ADHD and making them feel more comfortable in the workplace, is to understand a bit more about their personal experience.
What is ADHD?
ADHD - Attention Deficit Hyperactivity Disorder – is a neurological disorder that affects millions of UK adults, many of whom have yet to understand they have the disorder, or are only being diagnosed well into adulthood as its prevalence is revealed.
The official statistic suggests that around 4% of UK adults have ADHD, but the true figure is likely higher due to underdiagnosis.
The American Psychiatric Association is the latest major authority to publish evidence - in January 2025 – that diagnoses of ADHD among adolescents and adults is increasing. This rise in diagnoses has prompted claims and rumours that the prevalence of ADHD is exaggerated. Such claims have been refuted by scientists and doctors. The Royal College of Psychiatrists notes that the first description by a doctor of a disorder resembling ADHD was in the 18th century. The name of the disorder has changed over time but the same challenges are described that we recognise as ADHD today.
ADHD affects the structure of the brain and its chemical messaging system. Although environmental factors may play a role – in February 2025, scientists reported evidence that the use of paracetamol during pregnancy might increase a child’s risk of having ADHD – the condition is largely an inherited one, with scientists estimating that genetics accounts for around 80% of cases. It is thought to be present at birth. ADHD appears to be polygenic, meaning that multiple genes, each with a small effect, collectively contribute to the risk of developing ADHD.
There are three main types of ADHD:
- Inattentive ADHD causes challenges with staying on task, focusing, and organisation.
- Hyperactive/impulsive ADHD, which causes excessive movement such as fidgeting, having excessive energy, restlessness or being overly talkative, and rash actions and decision making
- Combined ADHD, when both of the above are present
Not withstanding the three specific diagnoses, it’s important to recognise that everyone with ADHD is different, and the condition affects different people in different ways.
For example, Research published in March 2025 by Danish researchers in European Psychiatry highlights possible differences between the sexes. The researchers say there is evidence that men with ADHD are more prone to attention deficit while women are more likely to show signs of hyperactivity. People with ADHD are also more likely to have other conditions such as depression or anxiety disorders.
How can ADHD affect work?
In a workplace setting, ADHD can present challenges for those affected and their employers. Employees with ADHD may experience fluctuations in focus and energy levels. They might have days of exceptional productivity followed by periods of difficulty maintaining momentum. Unfortunately, this can sometimes be misinterpreted as inconsistency or unreliability, despite the fact that many individuals with ADHD work exceptionally hard to meet expectations.
Traditional workplace environments and structures can present considerable challenges to people with ADHD, and the condition is linked to higher rates of job changes and employment difficulties. This is often due to external barriers rather than a lack of ability.
“ADHD isn’t a bad thing; it’s a different way of thinking. In the midst of all the chaos swirling through your brain, all the disorganisation and impulsiveness, the condition (ADHD) also seems to trigger a certain kind of creativity.” - David Neeleman, Brazilian-American businessman and entrepreneur with ADHD
At Spill, we believe a greater understanding of the condition and an intelligent approach to managing it can mitigate these challenges – and allow individuals and companies to benefit from the special strengths and abilities that people with ADHD can bring to the business. People with ADHD, if properly supported, cannot only thrive, but offer employers the benefits of their unique creativity and drive.
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Harnessing the strengths of ADHD in the workplace
By understanding the special challenges that people with ADHD face and by helping them manage the condition with adaptations to their work environment and working practices (see below), employers stand to benefit from the unique skills that affected people can bring to their business.
“A person with ADHD has the power of a Ferrari engine but with bicycle-strength brakes. It’s the mismatch of engine power to braking capability that causes the problems Strengthening one’s brakes is the name of the game” - ADHD expert and psychiatrist Edward M. Hallowell
People with ADHD often excel in creative problem-solving, dynamic thinking, and high-energy work environments. And a closer look at the condition reveals some surprises. ADHD hyperfocus, for example, is a state of intense and prolonged concentration that psychologists have observed in some people with ADHD. The individual can become so engaged in a particular activity that they become unaware of their surroundings and the passing of time.
The US psychologist and ADHD expert Russell Barkley noted: “ADHD is, to summarise it in a single phrase, time blindness… People with ADHD cannot deal with time; and that includes looking back… to look ahead to get ready for what’s coming at you…The now is more compelling than the information you’re holding in mind.” The phenomenon of hyperfocus might seem surprising given the tendency of people with ADHD to be distracted by irrelevant information. But it illustrates that complexity of the condition.
Individuals with ADHD also tend to be bright, creative, and funny, as well as empathetic, compassionate and spontaneous. All are attributes that individuals can contribute to the workplace if properly supported.
Recognising the symptoms of ADHD at work
As a manager or colleague it’s not your role to diagnose ADHD, but understanding how to spot signs of ADHD can help you foster a more inclusive and supportive work environment.
Some common ADHD symptoms in professional settings include:
- Challenges in the perception or management of time
- Fluctuating focus—being highly engaged in some tasks but struggling with others
- Challenges with task prioritization, especially when multiple deadlines are involved
- Emotional sensitivity, including strong reactions to stress or criticism
- Instances of interrupting unintentionally or ‘zoning out’ during conversations
- Restlessness (both physical and mental)
- Engaging in high-energy bursts of productivity, sometimes leading to burnout
- Finding it difficult to complete the final details of a project
- Fluctuating levels of motivation and/or challenges with performing mundane or non-stimulating tasks
If somebody in your team tells you that they have (or think they might have) ADHD, the best thing you can do is listen to how it affects them personally. No two people will have exactly the same symptoms, so finding out what specifically they need help with is the only way to support them effectively. Remember that getting treatment is a very personal choice, and you shouldn’t expect anyone to seek out support or medication if they’re not ready for it.
Supporting Employees with ADHD at Work
The economic argument for better supporting workers with ADHD and unlocking their full potential is compelling. In 2021 The World Federation of ADHD published a consensus statement by a group of international experts including Stephen Faraone at the State University of New York, and Tobias Banaschewski at University of Heidelberg, which concluded that untreated ADHD costs societies hundreds of billions of dollars each year worldwide.
They cited one study with over 7,000 workers in ten nations based on the WHO World Mental Health Survey Initiative that found people with ADHD had an average of 22 annual days of lost role performance compared with those without ADHD.
Along with improving productivity and reducing sick days, helping people to feel their best and thrive at work brings other meaningful benefits resulting from improved emotional resilience and mental health:
- Improved mood and feeling more positive, confident, and motivated.
- Stronger, more meaningful relationships both inside and outside of work.
- Increased resilience and feeling more able to cope with (and bounce back from) stressful situations.
- Better sleep quality and higher energy levels.
- Increased job satisfaction, engagement and retention due to feeling more supported and valued by the company.
When it comes to supporting employees with ADHD, there are many options available to help people reach and come to terms with a diagnosis and cope with how the condition impacts on their personal and professional lives.
Download our free ADHD support plan for managers
Use our support plan to understand and recognise symptoms of ADHD in your employees, and put in place some workplace adjustments to help them thrive at work
1. Helping employees reach a diagnosis for ADHD
In January 2025, researchers from University College London published a major study suggesting that people with ADHD had significantly lower life expectancies, with estimates of the deficit ranging from 4 – 9 years. The shorter life expectancy was linked to fewer years of education, a greater likelihood of smoking, less sleep and exercise, worse nutrition and risky driving. The researchers noted that most of these factors are linked to impulsivity – something that can be treated.
An expert from another research centre, Oliver Howes, Professor of Molecular Psychiatry at the Institute of Psychiatry, Psychology & Neuroscience, at King's College London, said the results underlined the need for swifter diagnosis and more widely available treatment.
“The main finding of this study -- that people with ADHD die sooner than people without ADHD -- shows the massive impact of ADHD on people's lives,” he said. “The study is also striking in showing how few people with ADHD get a diagnosis. These findings highlight the need for much more investment in mental health services so people can get the help they need.”
For many employees, receiving an accurate diagnosis of ADHD is the first step towards understanding their symptoms and feeling empowered to seek our further treatment and support. An adult may be diagnosed with ADHD by a suitably qualified health profession if they have five or more of the symptoms of inattentiveness, or five or more of hyperactivity and impulsiveness, listed in diagnostic criteria for children with ADHD.
2. Making reasonable adjustments to the work environment
If an employee discloses that they have ADHD (or experience similar challenges), the best approach is to listen and ask how you can help. Some individuals may already have strategies or treatment plans that work for them, while others may need guidance in identifying what adjustments would be beneficial.
Workplace adjustments (also called reasonable accommodations) are changes or modifications made to a job, work environment, or the way tasks are carried out to support employees with ADHD. These adjustments help employees work effectively while ensuring they have equal opportunities to succeed.
If your colleague is unsure about what would help them, we’ve put together a list of potential ADHD workplace adjustments that may improve their experience at work. Some of these things they can implement themselves – others they’ll need your help with.
3. Providing 1:1 counselling with ADHD specialists
In addition to making the working environment more comfortable for people with ADHD, the condition can be successfully managed even if it cannot be cured. Effective intervention via 1:1 counselling can turn around the quality of life at home and work for those affected. Unfortunately, such treatments are not as widely available in the UK as they should be, despite mounting evidence of their effectiveness.
University of Nottingham researchers, led by Zoe Young, revealed strong evidence of effectiveness of therapy to treat ADHD in the Journal of Attention Disorders in 2020. The researchers conducted their own analysis of four separate trials of the effects of one type of therapy, called cognitive behavioural therapy (CBT) in people with ADHD. They concluded that CBT reduced symptoms of ADHD from “a moderate to large” degree in recipients.
CBT is a type of therapy that can help individuals with ADHD manage their symptoms by teaching them to recognise and then modify unhelpful thought patterns and behaviour, that prevent them organising their private and working lives. Other types of therapy focus on skills such as time management, and organisational skills as well as addressing negative moods that can exacerbate the problems for people with ADHD.
Sue McGinley is one of our counsellors here at Spill, working to support people with ADHD. “My hope for my clients is that I can help them find ways to live their best life and thrive in their professional careers, which is after all, a huge part of their lives. For a lot of individuals that have either late diagnosis or no diagnosis, they've grown up believing there's something wrong with them. They may not have a sense of belonging, that they're different, that they don't fit in, and that something just doesn't feel right, but they blame themselves”.
“Sometimes the sessions are just so the person can be heard and witnessed, to give voice to thoughts and feelings that they've not acknowledged out loud. This can lift such a weight from someone struggling to come to understand what is happening for them, particularly if they don't have a diagnosis and are just starting to be curious and/or explore ADHD” – Sue McGinley, Spill counsellor
Sue’s large experience with ADHD clients has enabled her to build “a kind of a toolbox of resources” to help clients with the traits that commonly affect people with ADHD, such as time management, being able to stay on task, and struggling with transition from one task to another.
“Spill is a great service because it can help some people who have been fearful of booking therapy. This is free at source for them to start with, because it’s paid for by their employer, so it feels much more accessible”.
Fundamental in helping employees with ADHD is the attitude of their employer. “It's important that companies have the knowledge to support others who are neurodivergent and I think more employers are now being set up in a way to accommodate and support such individuals. It’s about making help and support accessible,” Sue says.
She believes that discretion and privacy are also paramount. “When employees come to Spill for therapy, their employees don't know that they've accessed it; it’s completely anonymous. This goes back to the idea that some people have a lot of shame around their mental health and their challenges. They might be testing the water for the first time, dipping a toe in the sea before they decide whether they want to go for a swim or not.”
For the many people with ADHD, that first dip can be the start of a lease on their professional lives.
Embracing a neuro-inclusive workplace
Supporting or managing employees with ADHD isn’t just about making workplace accommodations or signposting to external support —it’s about fostering a work culture where neurodivergent individuals feel valued and understood. This requires an ongoing commitment to flexibility and inclusivity.
By recognising and playing to the strengths of neurodivergent employees while addressing barriers, workplaces can become more dynamic, innovative, and supportive environments for everyone.
Further reading
How Spill can help: Free ADHD support plan for employers
Under the Equality Act 2010, ADHD is recognised as a disability, and employers are legally required to provide equal treatment and opportunities to all employees, including those with ADHD. This includes making reasonable adjustments to the workplace to accommodate their needs, such as flexible working hours and noise-cancelling headphones.
If your colleague is unsure about what would help them, here are some potential ADHD workplace adjustments that may improve their experience at work. Some of these things they can implement themselves – others they’ll need your help with.
Environmental workplace adjustments for ADHD
- Reduce sensory distractions by offering noise-canceling headphones or a quieter workspace
- Allow seating choices that minimise interruptions
- Provide access to physical organisation tools like notebooks, sticky notes, or digital task managers
- Encourage movement-friendly options such as standing desks or fidget tools
Scheduling and organisation workplace adjustments for ADHD
- Offer flexible working hours where possible, recognizing that some individuals with ADHD may have difficulty with early mornings
- Encourage the use of structured work techniques like the Pomodoro method (alternating work and breaks)
- Clearly communicate priorities by breaking tasks into manageable steps
- Use visual task management tools such as color-coded to-do lists or workflow apps
- Provide reminders for deadlines and check in periodically rather than assuming long-term tracking is automatic
Communication and meeting workplace adjustments for ADHD
- Share meeting agendas in advance and allow employees to take notes
- Be mindful of potential auditory processing challenges—some individuals may find it easier to process information through written communication
- Offer accommodations during interviews, such as extra processing time for questions or the ability to bring notes
- Foster a culture where employees can ask for clarification without stigma
Feedback and recognition workplace adjustments for ADHD
- Focus on strengths and accomplishments rather than only highlighting areas for improvement
- Give specific, actionable feedback rather than general criticism
- Check in on larger projects regularly rather than only at final deadlines
- Recognise effort and progress, not just end results
How Spill can help: Co-pay ADHD assessments for employees
In adulthood, we often have multiple demands: pursuing a career, raising a family, and running a household - all of which require a greater demand on our ability to organise, focus, and remain calm. This can be challenging for anyone, but if you have ADHD, it can feel downright impossible.
An ADHD assessment may give people a better understanding of things they experience, as well as access to further treatment or medication. With Spill, you can now make this more accessible to your team by offering to pay part of the fee. You choose how much of the assessment you want to pay, and how much the employee should pay.
How Spill can help: Next day counselling with ADHD specialists
Spill is one of the only employee mental health tools to provide tailored support for employees with cognitive differences, offering next day sessions with counsellors specialising in various neurodiversities.
The ADHD specialists that Spill works with have undergone the same 5-stage interview process as all other counsellors at Spill, meaning only the top 13% of applicants offer sessions on Spill.
These counsellors all have extensive experience working with clients with ADHD. This means they are able to work with clients to develop more strategic ways of coping with ADHD in the workplace and broader life, alongside more typical forms of counselling.
To learn more about Spill’s ADHD support options and get a tailored quote for your team, book a demo.
Download our free ADHD support plan for managers
Use our support plan to understand and recognise symptoms of ADHD in your employees, and put in place some workplace adjustments to help them thrive at work
