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When Should Adults with ADHD Disclose Their Condition to Their Employer?

Posted 04 March

-by Elaine Collins, Registered Psychologist

This article explores the considerations for adults with ADHD when deciding whether to disclose their condition to their employer, including legal protections, potential benefits, and risks. It also outlines strategies for disclosure, workplace accommodations, and how employers can support ADHD employees, including access to self-paced online CBT programs.

Introduction

Attention-Deficit/Hyperactivity Disorder (ADHD) is a neurodevelopmental condition that affects many adults, influencing their workplace performance, relationships, and overall well-being (Barkley, 2015). Many adults with ADHD struggle with whether to disclose their diagnosis to their employer, as disclosure can have both benefits and potential drawbacks. This article explores the key considerations for disclosure, legal protections, workplace accommodations, and the potential impact on career progression and workplace relationships.

It is important to note that while this article provides guidance based on psychological perspectives, the author is a psychologist and not a legal expert. For specific legal advice regarding workplace rights and disclosure, individuals should seek professional legal counsel. The purpose of this article is to help adults with ADHD approach the challenge of disclosure feeling well-informed about their choices and supported in their decision-making process.

Understanding ADHD in the Workplace

ADHD in adulthood can present challenges such as difficulties with attention, organisation, time management, and impulsivity (Kessler et al., 2005). However, ADHD can also provide strengths, including creativity, problem-solving skills, hyperfocus on certain tasks, and resilience (Brown, 2017). In a workplace setting, these traits can both enhance and hinder performance, making disclosure a complex decision that depends on individual circumstances.

The Benefits of Disclosure

Disclosing an ADHD diagnosis to an employer is a personal decision that can offer numerous advantages for both employees and organisations. While some individuals may hesitate due to concerns about stigma, open communication about ADHD can lead to a more supportive and productive work environment. Disclosure enables employees to access reasonable adjustments, fosters better workplace relationships, ensures legal protections, reduces stress, and enhances professional growth. It also benefits employers by allowing them to implement inclusive policies and support programs that improve overall workplace efficiency and employee well-being. Below are the key benefits of ADHD disclosure in the workplace.

1. Access to Workplace Adjustments and Accommodations

One of the primary benefits of disclosing ADHD is gaining access to reasonable workplace adjustments that can help employees perform their roles more effectively. These accommodations create a work environment that minimises challenges associated with ADHD while maximising strengths.

  • Flexible working hours – Employees with ADHD may find that they work best at specific times of the day. Flexible hours allow them to optimise their productivity based on when they can focus best.
  • Remote or hybrid work options – Working from home can reduce distractions commonly found in office environments, leading to increased concentration and efficiency.
  • Quiet workspaces or noise-cancelling headphones – Many people with ADHD struggle with noise sensitivity. Having access to a quieter workspace or permission to use noise-cancelling headphones can improve focus.
  • Structured task management – Using project management software, checklists, or written instructions can help employees stay organised and meet deadlines.
  • Clear expectations and deadlines – Regularly scheduled check-ins with a supervisor can help maintain clarity on priorities and prevent overwhelm.
  • Extended deadlines or modified workloads – When necessary, employees with ADHD may benefit from adjusted deadlines or smaller, more manageable task breakdowns.
  • Assistive technology – Productivity apps, speech-to-text software, and reminder systems can support time management and task completion.

Providing reasonable adjustments not only benefits employees with ADHD but also enhances workplace productivity and employee retention by reducing stress and improving performance (Hallowell & Ratey, 2011).

2. Increased Understanding and Workplace Support

When employees disclose ADHD, it can lead to better communication, understanding, and support from both managers and colleagues. Many workplaces are now prioritising diversity and inclusion, and being open about neurodiversity can help foster a more accepting and accommodating environment.

  • More effective communication with managers – Managers who understand ADHD are more likely to provide clear instructions, offer structured support, and adapt management styles to better suit neurodivergent employees.
  • Reduced misunderstandings with colleagues – Without disclosure, symptoms such as forgetfulness, impulsivity, or difficulty switching tasks may be misinterpreted as carelessness or lack of effort. Awareness helps colleagues understand these challenges in context.
  • A more inclusive and diverse work culture – Disclosure contributes to a workplace where neurodiverse employees feel valued, supported, and respected.
  • Opportunities for peer support – Employees who disclose ADHD may connect with other neurodiverse individuals in the workplace, creating a network of shared experiences and strategies for success.

When managers and team members have an accurate understanding of ADHD, they can offer the right type of support, helping employees feel more comfortable and confident in their roles (Silberman, 2015).

3. Legal Protections and Advocacy Opportunities

In Australia and Ireland, ADHD is recognised under disability discrimination laws, which provide legal protections to ensure employees are treated fairly. Disclosing ADHD can help individuals take advantage of these protections.

  • Protection against workplace discrimination – Employees with ADHD are safeguarded from unfair treatment in hiring, promotions, or employment conditions under disability discrimination laws (Australian Human Rights Commission, 2021; Irish Human Rights and Equality Commission, 2021).
  • Access to reasonable accommodations – Employers have a legal obligation to provide reasonable adjustments that support an employee’s ability to perform their job effectively.
  • Better job security – Disclosing ADHD can help prevent wrongful dismissals based on misunderstood symptoms.
  • Workplace advocacy resources – Some companies have employee assistance programs (EAPs) or dedicated neurodiversity advocates who can help employees navigate workplace challenges.

Understanding workplace rights can empower employees with ADHD to advocate for themselves effectively and ensure they receive fair treatment.

4. Reduced Stress and Improved Mental Well-being

Many adults with ADHD experience stress from trying to mask their symptoms or compensate for challenges without support. Disclosure can relieve this pressure and improve overall well-being.

  • Less pressure to “mask” symptoms – Employees no longer need to hide difficulties such as distractibility, forgetfulness, or hyperactivity.
  • Ability to ask for help when needed – Without fear of judgment, employees can seek support from supervisors, colleagues, or workplace mental health services.
  • Better work-life balance – With proper accommodations in place, employees can manage their workload more effectively and reduce the risk of burnout.
  • Increased confidence in job performance – Knowing that the workplace acknowledges and supports ADHD can boost self-esteem and motivation.

Removing the stress of concealing ADHD-related difficulties allows employees to focus more energy on performing their best at work (Brown, 2017).

5. Career Growth and Professional Development Opportunities

Rather than being a barrier to success, ADHD can be a unique strength when properly managed. Disclosing ADHD can help employees leverage their natural talents and create career opportunities.

  • Recognition of ADHD-related strengths – ADHD is associated with creativity, problem-solving, high energy, and innovative thinking, all of which can be assets in many industries.
  • Access to mentorship and career coaching – Employers may offer coaching, workshops, or programs tailored to neurodivergent employees to help them develop skills and advance their careers.
  • Opportunities for leadership roles – With the right support, employees with ADHD can excel in leadership positions by using their strengths to their advantage.
  • Greater job satisfaction – When employees work in an environment that values neurodiversity, they are more likely to feel engaged, motivated, and satisfied with their careers.

By embracing their ADHD and advocating for the right support, individuals can excel professionally and build long-term career success (Daley & Birchwood, 2010).

6. Employer-Sponsored Access to ADHD-Specific Support Programs

Employers who are aware of an employee’s ADHD diagnosis can provide targeted support, including access to professional resources such as Cognitive Behavioural Therapy (CBT) programs designed for adults with ADHD. Research has shown that CBT can help individuals with ADHD improve executive functioning, emotional regulation, and productivity at work (Biederman et al., 2006).

  • Self-paced online CBT programs – Employers can support ADHD employees by offering access to structured, evidence-based online programs such as those provided by Brain Training Australia.
  • Improved self-management skills – CBT programs teach techniques to help employees manage time effectively, stay organised, and reduce procrastination.
  • Emotional and stress management – Employees can learn coping mechanisms to regulate emotions and reduce workplace stress.
  • Increased workplace performance – When employees develop stronger focus and executive functioning skills, overall productivity improves.

By investing in ADHD-specific programs, employers create a healthier, more productive workforce while fostering inclusivity and well-being.

The Risks of Disclosure

While there are clear benefits, there are also potential risks associated with disclosing ADHD in the workplace, such as:

  • Fear of Stigma and Discrimination: Some employees worry about being judged or perceived as less competent (Daley & Birchwood, 2010).

  • Concerns About Career Progression: There may be concerns that disclosure could affect promotion opportunities or job security (Kaye et al., 2012).

  • Lack of Awareness from Employers: Not all employers understand ADHD, which can lead to misunderstandings or unhelpful responses (Hallowell & Ratey, 2011).

Legal Considerations: Workplace Rights and Protections

ADHD and Disability Discrimination Laws

In Australia, the Disability Discrimination Act 1992 (Cth) protects individuals with disabilities, including ADHD, from discrimination in employment (Australian Human Rights Commission, 2021). This means employers must provide reasonable adjustments unless they can demonstrate an undue hardship.

In Ireland, the Employment Equality Acts 1998–2015 protect employees from discrimination based on disability, which includes ADHD (Irish Human Rights and Equality Commission, 2021). This legislation requires employers to make reasonable adjustments to support employees with disabilities unless the cost is disproportionate.

While this article provides an overview of relevant legislation, it is essential for individuals to consult a legal professional for advice specific to their case.

When Employers Have a Legal Right to Know

While disclosure is often a personal choice, there are situations where an employer may need to be informed, such as:

  • When ADHD Affects Job Performance: If ADHD symptoms significantly impair work duties, discussing adjustments may be necessary (Tuckman, 2017).

  • For Workplace Health and Safety Reasons: In safety-critical roles, disclosure may be essential to ensure workplace safety (Kaye et al., 2012).

  • When Requesting Workplace Adjustments: To receive formal accommodations, employees typically need to disclose their diagnosis (Brown, 2017).

How to Disclose ADHD at Work

If an employee decides to disclose their ADHD, the approach and timing matter. Here are some steps to consider:

  • Assess Personal Needs and Workplace Culture – Before disclosing, consider whether adjustments are necessary and whether the workplace has a supportive culture. Researching company policies on disability inclusion can be helpful (Silberman, 2015).

  • Choose the Right Person to Disclose To – Deciding who to inform—whether it be HR, a direct manager, or a mentor—can impact how the disclosure is received. HR departments are often better equipped to handle requests for adjustments (Bateman, 2016).

  • Frame the Discussion Positively – Instead of focusing solely on challenges, highlight strengths and the specific adjustments that would enhance productivity. For example:

    • “I have ADHD, which means I sometimes struggle with organisation. However, with structured task lists and clear deadlines, I work very efficiently.”

    • “I have ADHD, which means I can get easily distracted in open workspaces. If I can work in a quieter area or use noise-cancelling headphones, I can stay focused and productive.”

    • “My ADHD allows me to hyperfocus on tasks I find engaging, but I sometimes struggle with transitions. Having a structured schedule or calendar reminders helps me stay on track.”

  • Provide Supporting Documentation – Employers may request medical or psychological documentation when considering adjustments. This could include a diagnosis from a psychologist or recommendations from an occupational therapist (Hallowell & Ratey, 2011).

  • Propose Practical Solutions – Employees should suggest adjustments that would help, such as flexible schedules, task management tools, and regular check-ins with supervisors (Biederman et al., 2006).

Alternatives to Full Disclosure

For employees hesitant to disclose their ADHD diagnosis, there are alternative ways to communicate their needs without specifying ADHD. Instead, they can:

  • Request workplace adjustments based on productivity preferences (e.g., “I work best with structured deadlines”).

  • Ask for task management support without mentioning ADHD (e.g., “I benefit from written instructions and visual task lists”).

  • Seek informal accommodations by discussing productivity strategies with managers.

The Role of Employers in Supporting ADHD Employees

Employers play a key role in cultivating a workplace that is inclusive and supportive.

Some key initiatives that can help support employees include the following:

  • Providing ADHD Awareness Training – Educating managers on ADHD helps build understanding and reduces stigma (Daley & Birchwood, 2010).

  • Encouraging Flexible Work Arrangements – Allowing remote work, flexible schedules, and task-based roles can benefit neurodiverse employees (Silberman, 2015).

  • Implementing Workplace Adjustments – Creating structured workflows, offering coaching, and supporting mental health initiatives enhance job performance (Brown, 2017).

  • Providing Access to ADHD-Specific CBT Programs – Employers can support ADHD employees by offering access to structured, evidence-based online programs such as those provided by Brain Training Australia to help employees develop focus, emotional regulation, and productivity skills (Biederman et al., 2006).

Conclusion

The decision to disclose ADHD at work is highly personal and depends on individual needs, workplace culture, and job role requirements. While disclosure can provide benefits such as adjustments and support, it also comes with risks, including potential stigma.

While the decision to disclose ADHD is highly personal, there are numerous benefits to being open about a diagnosis. From gaining access to workplace adjustments and legal protections to reducing stress and unlocking career growth opportunities, disclosure can be a powerful step toward professional success and well-being.

By fostering an environment of understanding and inclusion, both employees and employers benefit. When individuals with ADHD receive the right support—such as accommodations, coaching, or structured CBT programs—they can thrive in the workplace, showcasing their unique skills and making meaningful contributions to their organisations.

It is essential for employees to feel informed and supported in making this decision. While this article provides psychological guidance, legal queries should always be directed to a legal professional. Understanding one’s rights, responsibilities, and workplace options can empower individuals with ADHD to make the best choice for their unique situation. Ultimately, fostering a supportive and inclusive workplace benefits not only employees with ADHD but also the broader organisation.

References

  • Australian Human Rights Commission. (2021). Disability Discrimination Act 1992 (Cth). Retrieved from https://humanrights.gov.au/our-work/disability-rights/disability-discrimination

  • Barkley, R. A. (2015). Attention-Deficit Hyperactivity Disorder: A Handbook for Diagnosis and Treatment (4th ed.). Guilford Press.

  • Bateman, B. (2016). Neurodiversity in the Workplace: A Guide to Inclusion. Routledge.

  • Biederman, J., Mick, E., & Faraone, S. V. (2006). Age-dependent decline of ADHD symptoms revisited: Impact of remission definition and symptom threshold. The American Journal of Psychiatry, 163(5), 951-955. https://doi.org/10.1176/appi.ajp.163.5.951

  • Brown, T. E. (2017). Smart but Stuck: Emotions in Teens and Adults with ADHD. John Wiley & Sons.

  • Daley, D., & Birchwood, J. (2010). ADHD and academic performance: Why does ADHD impact on academic performance and what can be done to support ADHD children in the classroom? Child: Care, Health and Development, 36(4), 455-464. https://doi.org/10.1111/j.1365-2214.2009.01046.x

  • Hallowell, E. M., & Ratey, J. J. (2011). Driven to Distraction: Recognizing and Coping with Attention Deficit Disorder (Rev. ed.). Anchor Books.

  • Irish Human Rights and Equality Commission. (2021). Employment Equality Acts 1998–2015. Retrieved from https://www.ihrec.ie/our-work/employment-equality/

  • Kaye, S., Farrell, M., & Winstock, A. (2012). The emerging recognition of adult ADHD in the workplace. Workplace Health & Safety, 60(6), 273-279. https://doi.org/10.1177/216507991206000604

  • Kessler, R. C., Adler, L., Barkley, R., Biederman, J., Conners, C. K., Demler, O., Faraone, S. V., Greenhill, L. L., Howes, M. J., Secnik, K., Spencer, T., Ustun, T. B., & Walters, E. E. (2005). The prevalence and correlates of adult ADHD in the United States: Results from the National Comorbidity Survey Replication. American Journal of Psychiatry, 162(4), 706-713. https://doi.org/10.1176/appi.ajp.162.4.706

  • Silberman, S. (2015). NeuroTribes: The Legacy of Autism and the Future of Neurodiversity. Avery.

  • Tuckman, A. (2017). More Attention, Less Deficit: Success Strategies for Adults with ADHD. Specialty Press.

Note: This article has been written by Elaine Collins, Registered Psycholgist at Brain Training Australia who integrated evidence-based research and clinical insights to highlight the to provide guidance on how to approach disclosure of ADHD to your employer thoughtfully and strategically, should an individual choose to do so. By understanding the benefits, risks, and alternatives to disclosure, adults with ADHD can make an informed decision that aligns with their personal and professional needs. Whether or not an individual decides to disclose, it is crucial that they feel supported in their journey and aware of the resources available to them. Finally, it is important to note that while this article is written by a psychologist, it does not constitute legal advice. Any legal concerns related to workplace rights, discrimination, or reasonable adjustments should be addressed by a qualified legal professional.  For further information on self-paced online CBT programs for adult ADHD, which have been created by Elaine Collins, please visit Brain Training Australia’s CBT for Adult ADHD.