ADHD Lawyers and their managers, they're on the same team so why don't they trust each other?
I see this again and again. ADHD employees leaving jobs fast. Employment Tribunal cases rising. Stress everywhere. Most of it comes down to one thing.
Reasonable adjustments.
I've been there. Sitting in a meeting. Heart pounding. My employer asked: "So… what adjustments do you need?"
I froze. It felt like a test. Like I had to prove I deserved my job. I didn't know what was "reasonable". I didn't want to look difficult. Or weak.
Suddenly it felt like me vs them, but that wasn't what was happening at all.
Here's what I've learned:
Both sides are worried. Both sides are guessing. Both sides want the same thing — the ADHD employee to thrive.
Employers worry about cost and fairness. ADHD employees worry about being judged. And both miss the point.
Adjustments aren't special treatment. They're about giving the same starting line.
Most are simple, free and helpful for everyone:
- Captions on virtual meetings
- Agendas sent ahead of time
- Written instructions
- Time to reflect and respond after meetings
Here's the key:
Don't start with "what's reasonable". Start with "what feels hard". Then explore what helps. Together.
When both sides talk openly, everything gets easier. People stay. People thrive. The fear disappears.
I'd love to hear from ADHD professionals, HR leaders and managers. What has been your experience with reasonable adjustments?
Please contact me if you would like my lawyer 'task - adjustment' checklist.