For adults with attention-deficit hyperactivity disorder (ADHD), navigating the traditional workplace can be a daunting challenge.
Bahar Khorram, an IT executive, experienced this firsthand while working at global consultancy Capgemini. During her probation period, she began struggling with her tasks and requested support from her employer.
“I was trying to avoid taking the legal route because I really liked the company. This was my dream job… but when I realised that I couldn’t manage, I started experiencing anxiety,” Khorram said.
Her difficulties escalated to the point where she sought medical help. “I started losing a lot of weight, went to the doctor, and broke down. He diagnosed me with depression and anxiety,” she added.
ADHD can present as difficulties in concentrating, following instructions, or organizing tasks, and some individuals may experience restlessness or heightened emotional sensitivity.
Last month, an employment tribunal in London ruled that Capgemini had failed to provide recommended neurodiversity awareness training, constituting workplace discrimination. The company said it remains “deeply committed to building a truly inclusive and diverse workplace” and emphasized ongoing efforts to strengthen inclusion through training and employee networks.
The case is part of a growing national trend. Analysis by Sky News shows that since the pandemic, the number of workers with disabilities or long-term health conditions has risen by 21%, including a 35% increase in employees with learning difficulties or mental health conditions such as ADHD.
Adult diagnoses, particularly among older women, are becoming more common. Historically underdiagnosed in girls, ADHD is now increasingly recognized later in life. The future workforce is also evolving, with the Office for Budget Responsibility reporting that the number of children with ADHD as their primary condition has grown from 38,000 in 2013 to 66,000 in 2023.
Employment lawyers note a surge in workplace discrimination inquiries related to neurodiversity. Elizabeth McGlone of law firm Didlaw reported that half of her current employment queries involve neurodivergent conditions, compared to just one in 10–20 before the pandemic.
“The classic scenario is performance struggles—time management, prioritizing tasks, attendance—not because the employee can’t do the job, but because sufficient adjustments haven’t been made,” McGlone explained.
Simple accommodations can make a significant difference, from repositioning a desk to reduce noise to ensuring regular rest breaks. Yet, challenges remain. Neurodiversity exists on a spectrum, and employers may face gray areas in assessing how a condition affects performance.
“This isn’t about being cynical,” said McGlone. “It’s about understanding each individual’s circumstances and ensuring fair support.”
The Khorram case underscores the importance of inclusive practices and awareness in the modern workplace. As ADHD diagnoses rise among adults, particularly women, businesses must adapt—not only to protect employees legally but to harness their full potential.
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