Patient guide
ADHD at work: reasonable adjustments and the Equality Act
In Great Britain, the Equality Act 2010 can protect people with ADHD from discrimination and requires employers to make reasonable adjustments. Many adjustments are low-cost and practical. This guide explains the law in plain terms, what to ask for and how to raise it.
Last checked: 2026-10-03
Key facts
At a glance.
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Legal test
A person is disabled under the Equality Act if they have a physical or mental impairment with a substantial and long-term adverse effect on normal day-to-day activities.
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Employer duty
Employers must make reasonable adjustments where they know, or could reasonably be expected to know, that someone is disabled.
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Diagnosis helps but is not the test
The law looks at effects, not labels, though a diagnosis and report support a request.
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Northern Ireland
The Equality Act does not extend to Northern Ireland, which has its own disability discrimination law.
How ADHD can meet the legal definition
ADHD is an impairment, and many people with ADHD find that it has substantial effects on organisation, attention, memory and time management that are long-term. Whether this meets the legal definition in a particular case depends on the facts. Medication that controls symptoms does not remove protection, because the law considers the effect without treatment. Guidance from the Equality and Human Rights Commission explains the definition.
What reasonable adjustments can look like
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Written instructions in addition to verbal ones, with clear priorities and deadlines.
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Regular, structured check-ins with a manager.
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A quieter workspace, noise-cancelling headphones or flexibility to work from home.
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Flexibility over start times where core duties allow.
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Extra time or breaks for tasks needing sustained attention.
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Software or tools for reminders, task management and note-taking.
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Coaching or mentoring, sometimes funded through Access to Work.
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Adjusted interview or assessment formats, such as questions in advance.
What counts as reasonable
The test depends on factors such as effectiveness, practicability, cost, the employer's resources and the impact on others. A large employer may be expected to do more than a very small one. An adjustment that is easy and cheap is more likely to be reasonable. Employers should consider requests seriously and explain refusals.
How to raise it
You can speak to your manager, human resources or occupational health. Describe the specific difficulties and what would help, rather than relying on the label alone. Put the request in writing and keep a copy. A letter from your clinician or assessment report can support it. You do not have to disclose a diagnosis, but without information the employer may not know what to do. If you are applying for a job, you can ask for adjustments to the process.
Access to Work
Access to Work is a government scheme that can provide grants towards practical support at work for disabled people in Great Britain, such as coaching and equipment. Applications are made to the scheme, and eligibility and funding rules change, so check current information on GOV.UK. Having a diagnosis is helpful but check what evidence is needed.
If things go wrong
If an employer refuses reasonable adjustments or treats you unfairly, consider speaking to ACAS, a union or Citizens Advice. Time limits apply to employment tribunal claims, so seek advice early. Keep records of requests and responses.
Frequently asked
Questions people ask.
Quick, plain-English answers to the questions we hear most.
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Do I have to tell my employer I have ADHD?
No, but the duty to make adjustments usually depends on the employer knowing or being able to reasonably know about the disability.
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Do I need a formal diagnosis?
The law looks at the effect on you, but a diagnosis and report make requests easier.
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Can my employer dismiss me because of ADHD?
Discrimination because of disability is unlawful, though employers can act on conduct or capability fairly. Seek advice early if you are worried.
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Are adjustments only for the long term?
No. They can be reviewed and adapted as your role and needs change.
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Does the law apply to students?
Education providers have separate duties under the Equality Act to make adjustments for disabled students.
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What about self-employed people?
Access to Work may be available to some self-employed people. Check the scheme's rules.
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Is ADHD a disability in Scotland and Wales?
The Equality Act applies across Great Britain, so the same framework applies.
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Will my manager know my medical details?
You choose what to share. Occupational health can keep clinical detail confidential and advise on adjustments only.
Where this comes from
Sources and checking.
This guide is for information, not medical advice.
Your GP or consultant knows your history and can tell you which parts apply to you. If your symptoms are severe, rapidly worsening, or come with red-flag features, seek urgent medical care. Figures and availability change, so treat them as a guide and confirm with the provider.
Published 2026-10-03, next review 2027-10-03.
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Equality Act 2010 and EHRC guidance on reasonable adjustments (equalityhumanrights.com)
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NHS website, Attention deficit hyperactivity disorder (ADHD) pages (nhs.uk)
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NICE guideline NG87, Attention deficit hyperactivity disorder: diagnosis and management (nice.org.uk)
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Access to Work scheme guidance (gov.uk)