Most people with ADHD do not tell their employer – here’s why we must break the silence

Despite the surge in public awareness around attention deficit hyperactivity disorder (ADHD), a troubling silence persists in the workplace. Our recent research revealed that out of 1,778 employed people who either are diagnosed with or suspect having ADHD, a staggering 76% chose not to tell their employer about the condition.

The Equality Act 2010 states that it is unlawful to discriminate against people who have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.

Under the Equality Act, employers and organisations are responsible for ensuring disabled people can access jobs, education and services as easily as non-disabled people, whether they have a diagnosis or not. This is known as the ‘duty to make reasonable adjustments’.

But, our research shows there are barriers to people speaking up.

Read more:

• ADHD waiting times ‘crisis’ as patients face seven-year wait for NHS diagnosis
• ‘If I stopped using speed it would be a massive step back’: Life with undiagnosed adult ADHD
• From neurodivergent meltdown to lucid thinking: Understanding the mind of someone with ADHD

First, the stigma about ADHD in the workplace is still very present. Three in ten employed people in our research said they were waiting until they have a formal diagnosis to tell their employer, over a quarter didn’t want to disclose personal information, and 23% were afraid of the possible implications for their job. We heard that people were unsure of the response they would get from their current employer if they told them that they had ADHD.

A woman awaiting assessment shared: “I have just started a new job and fear I may not be taken on permanently if I disclose that I have ADHD.”

This is concerning, especially as many respondents in our poll indicated that ADHD negatively impacts their concentration at work or while studying. Many also said that their overall ability to work suffered due to ADHD, with women more likely than men to report a negative impact on concentration.

Second, people who were diagnosed with ADHD were more likely to tell their employer about the condition than those waiting for a diagnosis or suspecting having ADHD, 70% to 36%.

However, long waits for an ADHD diagnosis on the NHS mean that many people suffer in silence, at least in the workplace. They may not have the confidence to tell their employer they suspect having ADHD or the awareness that they are entitled to support.

NHS data suggests that up to 549,000 people, including both adults and children, may have been waiting for an ADHD assessment at the end of March 2025. More than a third have been waiting for over two years, while, according to our insights, waiting times in some areas can be as long as seven years.

Diagnosis can be empowering. Nearly three in five (58%) people in our research reported that since their diagnosis, they had gained new strategies (e.g. ADHD coaching, apps) to manage their ADHD traits.

One woman described how diagnosis made a difference: “It changed my life – I was able to get medication, workplace adjustments and coaching. I got a promotion at work, earned almost twice as much and now have a long career ahead of me. I’m able to manage my emotional regulation much better now. I can look up specific ADHD tips to organise my house so I don’t feel like I’m drowning in mess now.”

Our research also shows the benefits of people being supported to speak up, including positive examples of employers accommodating people’s needs and making adjustments to help them.

Almost two-thirds of people (64%) who had told their employer were offered at least one reasonable adjustment to support them. These include flexible working arrangements; additional guidance or check-ins with their manager; working from home arrangements; ADHD coaching or support; help with the Access to Work scheme; and specialised software.

The research found that reasonable adjustments have a largely positive impact, with over three-quarters (76%) of those offered reasonable adjustments saying they made a significant or moderate difference.

But we cannot wait for individuals to navigate this alone. The government must do more to raise awareness of ADHD as a workplace issue and incentivise employers to offer support proactively, to remove the stigma some people feel when having to raise issues themselves.

Recent increases in applications for the Access to Work scheme highlight the need for more support to help people work. Its vital this scheme is continued, and expanded, so people can easily access funds for reasonable adjustments, and understand the different types of support available. Making support more proactive and easier to access will ensure that people have the help they need to be able to work.

It’s time to break the silence. ADHD is a neurological condition that deserves understanding, accommodation, and respect in a workplace.

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