What accommodations can help employees with ADHD? 

Supporting employees with ADHD is not only good practice; it is a legal and clinical expectation. According to the NICE NG87 guideline (2025) and NHS England policy, adults with ADHD are protected under the Equality Act 2010, meaning employers must provide reasonable adjustments that enable fair access to work and equal opportunity. 

How accommodations help 

ADHD affects executive functions, including focus, organisation, working memory, and emotional regulation, which can make traditional work environments challenging. But with the right adjustments, most employees with ADHD can perform exceptionally well. Research published in Frontiers in Psychology (2022) confirms that ADHD-specific accommodations significantly improve productivity, reduce burnout, and enhance job satisfaction. 

NICE recommends a mix of environmental, structural, and interpersonal accommodations, such as: 

• Flexible or hybrid working schedules 

• Quiet or low-sensory workspaces 

• Written and visual task instructions 

• Regular check-ins with managers 

• Use of digital planning tools or noise-reducing headphones 

• Permission for movement breaks or fidget tools 

• Access to ADHD coaching or occupational therapy 

Accessing support in the UK 

The Access to Work scheme provides government-funded support such as coaching, assistive technology, and environmental adaptations for ADHD employees. Employers can also use guidance from ACAS, which outlines how to implement adjustments and train managers in neurodiversity awareness. 

Organisations such as ADHD UK offer evidence-based toolkits, peer mentoring, and workplace advocacy to help both employees and HR teams create sustainable accommodations. Meanwhile, Mind guides balancing mental health with occupational goals, including stress management and self-advocacy at work. 

Building neuroinclusive workplaces 

Experts emphasise that effective accommodations are not one-size-fits-all; they require collaboration between the employee, occupational health, and management. Regular reviews, flexible planning, and a psychologically safe environment are key. As the NHS England ADHD Taskforce (2025) notes, awareness and education are just as important as physical adjustments: empathy and understanding reduce stigma, improve performance, and boost wellbeing. 

For many professionals, tailored support from programmes like Theara Change, which offers behavioural coaching and workplace skills support aligned with NICE guidance, can complement formal occupational adjustments, turning challenges into measurable growth. 

Takeaway 

Workplace accommodation helps bridge the gap between ADHD’s executive-function challenges and modern work demands. As NICE and NHS guidance confirm, flexible schedules, structured feedback, and coaching access can transform not just performance, but also confidence and wellbeing. Inclusive workplaces don’t just comply with the law; they help everyone thrive.