Navigating the traditional workplace can be especially challenging for adults with attention-deficit hyperactivity disorder (ADHD), a condition whose diagnosis rates are rapidly increasing across all age groups. Employment lawyers report a surge in cases where individuals face discrimination or inadequate support at work, signaling a pivotal moment for businesses to reassess their approach to neurodiversity.
Bahar Khorram, an IT executive, experienced these challenges firsthand while on probation at global consultancy Capgemini. Despite her dedication, she struggled with tasks and requested assistance. “I was trying to avoid taking legal action because I loved the company and believed in my ability to do the job,” Khorram said.
However, mounting anxiety and health issues eventually forced her to confront the difficulties she faced. A doctor diagnosed her with depression and anxiety, conditions often co-occurring with ADHD, which can impair concentration, memory, organization, and increase restlessness.
Last month, an employment tribunal in London ruled that Capgemini had failed to provide necessary neurodiversity awareness training, amounting to discrimination. The company reaffirmed its commitment to inclusivity but declined to comment on individual cases.
This ruling is far from isolated and underscores a growing issue for workplaces nationwide. Data shows a 21% rise since the pandemic in workers with disabilities or long-term health conditions, including a 35% jump in those with learning difficulties and neurodivergent conditions such as ADHD. Notably, ADHD is increasingly diagnosed in adults, especially women who historically have been underdiagnosed in childhood.
The Office for Budget Responsibility reports that the number of disabled children with ADHD as their primary condition more than doubled from 38,000 in 2013 to 66,000 in 2023. This shift indicates a changing workforce profile, compelling employers to devise strategies that support neurodiverse employees and maximize their potential.
Legal experts warn that failure to accommodate employees with ADHD could lead to discrimination claims. Employment lawyer Elizabeth McGlone of Didlaw noted a dramatic increase in neurodiversity-related inquiries, now constituting half of her caseload, compared to less than 10% pre-pandemic. Common concerns include struggles with time management, attendance, and prioritization, often stemming from insufficient workplace adjustments.
“Employers have greater responsibilities today, though the scale varies by business size,” McGlone explained. “Small changes—like relocating a desk to reduce noise or allowing regular breaks—can significantly improve performance.”
Nonetheless, the neurodiversity spectrum creates complexities, making it difficult to determine the extent to which ADHD affects job performance. While most employees are upfront about their condition, rare cases may involve delayed disclosure after performance issues arise.
The landmark case involving Bahar Khorram sends a clear message: companies must prioritize neurodiversity training, reasonable adjustments, and inclusive cultures to avoid discrimination and fully harness the talents of all employees, especially adult women with ADHD.
