When And How Should You Talk To Your Boss About ADHD?

As many as 76% of employees who have been diagnosed with, or suspect they might have, ADHD, say that they have chosen not to tell their boss about it. A whopping 65% do so out of fear they’ll be discriminated against by management.

Of course, as consultant psychiatrist Dr Devendra Karnal from Private ADHD & Autism UK pointed out, “Under the Equality Act, an employer’s duty to make reasonable adjustments only applies if they know about the condition”. 

But, career psychologist Dr George Sik from eras pointed out, the caution is understandable. 

“Many people delay telling their employer about ADHD because they’re trying to protect themselves,” he told HuffPost UK.

“There’s still a real fear of being judged as less capable or more difficult to manage, even when someone is performing well. For a lot of people, waiting feels safer than risking the label being misunderstood.”

Here, the experts shared their guide to discussing ADHD with your boss. 

When is the right time to tell your employer about ADHD?

“There isn’t a single right moment to disclose ADHD, as it really just depends on how safe the environment feels and whether support is genuinely needed. However, when it’s starting to affect your workload or wellbeing, that might be a sign that staying silent is costing more than speaking up,” Dr Sik told us.

“Disclosure tends to land best when it’s raised proactively in a calm, neutral setting, as opposed to raising it reactively during something like a performance review.” 

How should I approach a discussion about ADHD with my boss? 

Consultant psychiatrist Dr Bongani Dhuba, also from Private ADHD & Autism UK, said that focusing on outcomes instead of labels can help.

Instead of saying you’re constantly distracted, he suggested, try saying something like, “I produce my best work with written briefs and minimal interruptions”. 

“Many people cope well initially, especially in structured roles, but struggle later as demands increase or routines change,” Dr Sik added.

“Rather than focusing on the diagnosis itself, it can help to explain what’s changed and what would help you work at your best. For example, you could say: ‘I’ve noticed I’m struggling more with competing deadlines, and believe a couple of small adjustments would really help me perform better.’”

“Managers tend to respond better when the conversation is about performance and solutions, not personal shortcomings. You’re not asking for special treatment but just explaining how to do your job well.”

Anything else? 

Yes! Dr Karnal said you should present your strengths at the same time as sharing your support needs. 

“Remember to present the full picture and highlight the value you bring, not only the extra support and conditions you’ll need,” the psychiatrist said. 

Don’t apologise for your differences, and, Dr Sik advised, “Disclosure tends to land best when it’s raised proactively in a calm, neutral setting, as opposed to raising it reactively during something like a performance review”. 

Document everything you and your employer have agreed on, Dr Duba added. 

“If adjustments are discussed, it’s a good idea to follow up with a short summary email to protect the employee and the employer from misunderstandings later.”