Adjustments at work
Small changes to how your job is organised can make a big difference. Here's what you're entitled to ask for, and how to start the conversation.
Talking to your manager about ADHD
Telling a supervisor is often the hardest step, especially in a job where you're expected to cope. Whether, when and how much you share is your decision. If you do have the conversation, these help.
What about colleagues?
You don't owe anyone an explanation. Some people tell their whole team, others tell one trusted person. Both are fine.
What the law says
Under the Equality Act 2010, employers in England, Scotland and Wales have a legal duty to make reasonable adjustments for employees who have a disability. ADHD can count as a disability if it has a substantial and long-term effect on your day-to-day activities. You don't always need a formal diagnosis for the duty to apply, though evidence often helps.
Examples of adjustments
Adjustments are changes to how your job is done or organised. Depending on your role, examples might include:
Where to get independent advice
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ADHD Alliance: a peer-led community for police, fire, ambulance and control room staff with ADHD, run by people who’ve been through disclosure and adjustments themselves. adhdalliance.co.uk
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Your occupational health team
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Your union, Federation or staff association
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Your service's disability or neurodiversity network
