ADHD in the workplace is a topic that has gained increasing attention in recent years. As many as 76% of employees who have been diagnosed with, or suspect they might have, ADHD, say that they have chosen not to tell their boss about it. A whopping 65% do so out of fear they’ll be discriminated against by management. This fear is understandable, but it is important for individuals with ADHD to know that they have the right to disclose their condition and request accommodations in the workplace.
Under the Equality Act, an employer’s duty to make reasonable adjustments only applies if they know about the condition. This means that individuals with ADHD have a responsibility to inform their employer about their condition if they require accommodations to perform their job effectively. However, the decision to disclose ADHD is a personal one and should be made carefully.
Career psychologist Dr. George Sik from eras explains, “Many people delay telling their employer about ADHD because they’re trying to protect themselves. There’s still a real fear of being judged as less capable or more difficult to manage, even when someone is performing well. For a lot of people, waiting feels safer than risking the label being misunderstood.”
But, the experts agree that there are benefits to disclosing ADHD in the workplace. It can lead to better understanding and support from employers, which can ultimately improve job performance and wellbeing. Here, the experts share their guide to discussing ADHD with your boss.
When is the right time to tell your employer about ADHD?
According to Dr. Sik, there isn’t a single right moment to disclose ADHD. It ultimately depends on how safe the environment feels and whether support is genuinely needed. However, when ADHD is starting to affect your workload or wellbeing, that might be a sign that staying silent is costing more than speaking up.
Disclosure tends to land best when it’s raised proactively in a calm, neutral setting, as opposed to raising it reactively during something like a performance review. This allows for a more productive and open discussion about accommodations and support.
How should I approach a discussion about ADHD with my boss?
Consultant psychiatrist Dr. Bongani Dhuba, also from Private ADHD & Autism UK, suggests focusing on outcomes instead of labels. Instead of saying you’re constantly distracted, try saying something like, “I produce my best work with written briefs and minimal interruptions”. This approach allows for a more positive and productive conversation about how to best support an individual with ADHD in the workplace.
Dr. Sik adds, “Rather than focusing on the diagnosis itself, it can help to explain what’s changed and what would help you work at your best. For example, you could say: ‘I’ve noticed I’m struggling more with competing deadlines, and believe a couple of small adjustments would really help me perform better.’”
It’s important to remember that you are not asking for special treatment, but simply explaining how to do your job well with ADHD. This approach can help to reduce any potential stigma or discrimination.
Anything else?
Dr. Karnal advises presenting your strengths at the same time as sharing your support needs. It’s important to remember that ADHD is not a weakness, but rather a difference that can bring unique strengths to the workplace. Highlighting your value and contributions can help to counter any negative stereotypes or assumptions about ADHD.
It’s also important not to apologize for your differences. Dr. Sik emphasizes that disclosure tends to be more effective when raised proactively in a calm, neutral setting. This allows for a more productive and positive conversation about accommodations and support.
Lastly, it’s important to document everything that is discussed with your employer. This includes any accommodations that have been agreed upon. This will help to protect both the employee and the employer from misunderstandings in the future.
In conclusion, discussing ADHD with your boss can be a daunting task, but it is important for individuals with ADHD to know that they have the right to request accommodations in the workplace. By approaching the conversation in a positive and productive manner, individuals with ADHD can ensure that they are receiving the support they need to thrive in their job. Remember, ADHD is not a weakness, but a unique difference that can bring valuable contributions to the workplace.
