How Can ADHD Employees Ensure Their Accommodations Are Being Properly Implemented? 

Requesting support is only the first step; ensuring that those adjustments are implemented is where many employees encounter obstacles. Implementing ADHD accommodations is not about paperwork; it is about follow-through. If you have advocated for adjustments, you deserve to see them in action, not lost in a filing cabinet. Effective accommodation is only useful when it is used. 

How to Monitor, Measure, and Maintain Workplace Support 

Here is how to stay on top of accommodation delivery through monitoring, open feedback, and building in accountability: 

Document what was agreed  

After your request is approved, ask for a written summary of what has been granted, including timelines, tools, and any manager responsibilities. 

Check in with your line manager regularly  

Use short, structured meetings (monthly or quarterly) to ask: “Is this adjustment working?” and “Do we need to tweak anything?” Keep these check-ins light but consistent. 

Log any gaps or issues  

If adjustments are not being followed (e.g., you are still being scheduled during blackout hours or are not receiving written instructions), note each instance clearly and calmly. 

Loop in HR if needed  

If the issue persists, bring your documentation and feedback to HR. Stay fact-based and solution-focused: “This support was approved, but it has not been fully implemented. What is the best next step?” 

Use self-reflection too  

Consider whether the accommodation is helping you feel more in control. If not, it may be worth revisiting the plan implementation is an ongoing process, not a one-time fix. 

Implementing ADHD accommodations is about more than compliance; it is about creating real, functional change. Visit providers like ADHD Certify for guidance on monitoring your support plan and keeping your needs on the agenda.

For a deeper dive into the science, diagnosis, and full treatment landscape, read our complete guide to Workplace challenges.