HR has been urged to prepare for an influx of neurodivergent workers as the government’s welfare reforms are set to shift thousands of people from long-term disability benefits into work.
Among the wave of neurodiverse employees will be many people with attention deficit hyperactivity disorder (ADHD), which is the fastest-growing adult diagnosis in the UK, experts said.
Awareness of how ADHD can affect individuals has improved, but many workplaces are still not equipped to offer the support that employees diagnosed with ADHD need to succeed, according to experts from the ADHD Centre, a private assessment and treatment clinic.
Under the Equality Act 2010, ADHD is classified as a disability when it significantly impacts daily life. As a result, employers must make ‘reasonable adjustments’ for diagnosed employees. The clinic urged employers to take proactive steps to ensure compliance with the act saying that failure to comply could open employers up to discrimination claims.
But compliance isn’t the only reason to take action. Research from Deloitte USA has shown that diverse teams, especially those that include neurodivergent individuals, are more agile, innovative, and more likely to identify new opportunities.
“Neurodiversity should not be viewed as a barrier but as a potential asset to any organisation if the right strategies are in place,” said Mukesh Kripalani, lead consultant psychiatrist at the ADHD Centre.
“Individuals with ADHD often demonstrate high levels of creativity, energy, problem-solving ability, and hyperfocus on tasks that engage their interest. Companies that understand and support neurodiversity often benefit from increased innovation and dynamic thinking.”
He said that rather than seeing workplace adjustments as burdens, employers should view them as opportunities to unlock hidden talent.
“It is important to understand that this isn’t about doing more, it’s about doing things differently. Small adjustments can make a huge difference in both performance and retention, and it gives people a fair chance to succeed.”
Sophie Hailwood, director of operations and neurodiversity lead at Touchstone, said: “Before being diagnosed with ADHD, I struggled with deadlines, emails, and focus. I was worried I’d lose my job. After sharing my diagnosis, my employer introduced small but significant changes, like weekly planning meetings, noise-cancelling headphones, and breaking down big tasks. The regular coaching sessions have also really helped. Now, I feel understood, supported and valued. I’ve never worked better.”
In addition to its patient services, the private clinic provides practical training for HR teams and managers to enable them to better understand and support staff. They offer ongoing one-to-one coaching for employees to build confidence, manage workloads, and thrive at work.
Kripalani said: “These [government] reforms will bring change, and with that comes opportunity. The question is whether organisations are ready with the right systems in place.”
The private clinic recommends employee support strategies such as:
- Tailored onboarding – including extended settling-in periods and a structured induction
- One-to-one coaching for staff, managers and HR departments on managing neurodivergent staff
- Providing staff with flexible working models, including hybrid or quiet hours, to support productivity and mental wellbeing
- Clear, written instructions to break down complex tasks, support memory and task management
- Sensory-friendly workspaces and access to quiet zones or noise-reducing tools
- A different approach to recruitment and the interview process
- Offering regular check-ins and consistent staff and manager support
