Supporting an employee diagnosed with ADHD as an adult

Supporting an employee diagnosed with ADHD as an adult

There is an increasing possibility an employer could be left asking ‘what do I do now?’ after being informed for the first time that an employee has a disability which is usually diagnosed in childhood

More and more adults are being diagnosed with the neurological condition Attention Deficit Hyperactivity Disorder (ADHD), which can affect their behaviour and performance in work.

Adults with the condition may find they have problems with organisation and time management, following instructions, focusing and completing tasks and  coping with stress.

ADHD can be considered as a disability in accordance with the Equality Act 2010[1 cited 27.11.23]

It does mean that if an employer is informed by an employee that they have received such a diagnosis, it should consider reasonable adjustments to ensure that the individual is not placed at a disadvantage  in the working environment.

Symptoms of ADHD tend to be noticed at an early age and most cases are diagnosed when children are under 12 years old.

But the condition is not always recognised that early and the diagnosis is finally made as an adult. The number of such cases is growing and it is reported up to  4.5 million Brits believe that they have undiagnosed ADHD.

According to a recent report by UCL, there has been a significant rise in ADHD diagnoses in the UK[2 cited 27.11.23]

The study does report that between 2000 and 2018 that the relative increase was largest among adults.

For example, over that time, there was approximately a twenty-fold increase in ADHD diagnoses and nearly fifty-fold in ADHD prescriptions in men between the ages of 18-29.

The author of the report said: “Whilst ADHD is most likely to be diagnosed in childhood, an increasing number of people are diagnosed for the first time in adulthood. We do not know exactly why this is happening, but it may be that ADHD has become better recognised and diagnosed.

Other studies are said to have consistently shown that females are underdiagnosed with ADHD in childhood[3 cited 27.11.23].

It can profoundly impact self-esteem and self-worth and girls with undiagnosed ADHD are said to have often endured childhood misunderstanding, self-blame, and rejection.

A paediatric nurse told the BBC how when she was finally diagnosed in her 40s it was like someone had finally tuned in the radio[ 4 cited 27.11.23]

She described how up until that point she had always been quite chaotic, was described  as hyper as a child and was always on the go.

There are many famous names who have been diagnosed with ADHD as adults.

The TV presenter Ant McPartlin, one half of the multi-award winning duo Ant and Dec, revealed his diagnosis in 2018 after a tumultuous time in his life[5 cited 27.11.23]

Other famous people who were diagnosed with ADHD in childhood and have proved it is not a barrier to success include Bill Gates, actress Emma Thompson and TV chef Jamie Oliver.

An ADHD diagnosis for an employee when they are an adult, does not necessarily mean they will require major changes to overcome the challenges they may face in the workplace.

Diagnosing the condition in adulthood is more difficult because there is said to be some disagreement about whether the list of symptoms used to diagnose children and teenagers also applies to adults.

Diagnosis for an employee as an adult

The worker is likely to have suffered with the undiagnosed symptoms of ADHD from childhood.

A diagnosis can be made in adulthood if the individual has five or more of the symptoms of inattentiveness, or five or more of hyperactivity and impulsiveness, listed in diagnostic criteria for children with ADHD[ 6 cited 27.11.23]

As part of an assessment, a specialist will ask the employee about their present symptoms. However, under current diagnostic guidelines, a diagnosis of ADHD in adults cannot be confirmed unless the symptoms have been present from when they were a child.

For an adult to be diagnosed with ADHD, their symptoms should also have a moderate effect on different areas of their life, which includes underachieving at work.

If the problems are recent and did not occur regularly in the past, the employee will not be considered to have ADHD. This is because it is currently thought that ADHD cannot develop for the first time in adults.

Any employee who thinks they may have ADHD and that the symptoms are having a detrimental impact on their life and work, should speak to their GP who can refer them to the appropriate service.

Informing your employer

It can be difficult and overwhelming for an adult receiving an official diagnosis of ADHD after what is likely to have been years of struggle and unexplained challenges.

An employee is not legally required to inform their employer about the  diagnosis and condition.

Although ADHD can be considered a disability, disclosing a disability is an individual decision, and there is no obligation on anybody to do so.

However, if ADHD is affecting an employee’s work, they should seriously consider telling their employer, as it can help it to understand their needs and make reasonable adjustments to support them in performing their duties.

Reasonable adjustments for an employee with ADHD

In accordance with the Equality Act an employer is required to make reasonable adjustments where it knows, or should reasonably know, that an employee has a disability or long-term health condition, including ADHD.

Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone's disability[7 cited 27.11.23]

Any adjustment must be reasonable and what is considered reasonable will depend on various factors, such as the size and resources of the employer, the nature of the work and the adjustment required and the impact on the business.

How an employer can support an employee with ADHD

Providing the right support is crucial, as last year it was reported that there had been a 30 per cent increase in employment tribunal claims relating to discrimination and neurodiverse conditions[8 cited 27.11.23]

So, it has never been more important for employers to understand how to effectively support an employee who has received a diagnosis of ADHD.

The first step for an employer should be to have a meaningful and constructive conversation with the employee after being informed the employee has the condition.

It is essential the employer has a good understanding of the symptoms and impact of them to help it to identify what support or reasonable adjustments would be helpful and effective.

Five steps an employer can take to support an employee with ADHD, can include:

1. Create a suitable office environment: Employers can make physical changes to the workplace, such as creating a quiet workspace, reducing visual distractions, or providing noise-cancelling headphones.
2. Offer flexible working: Employers can offer flexible working hours or remote working options to accommodate an employee’s needs.
3. Provide visual prompts: Employers can provide visual prompts such as wall charts for routines, checklists, and post-it notes for reminders.
4. Offer additional support: Employers can provide additional training or supervision to help an employee with ADHD perform their job effectively.
5. Communicate instructions effectively: Employers can communicate instructions clearly and concisely, and provide feedback on performance regularly.

Finally

It is vital that an employer and employee work together and communicate openly and effectively following an adult diagnosis of ADHD.

For employees, learn as much as you can about ADHD, including how it affects you and what strategies can help you manage your symptoms. Consider how it impacts on your work and telling your employer to help it understand your needs and make reasonable adjustments to support you in the workplace.

For employers, create a suitable work environment and make any reasonable changes to support the employee. Offer additional support, communicate instructions clearly and concisely and seek expert advice on how best to manage the situation.