More than half of UK adults assessed for attention deficit hyperactivity disorder (ADHD) in the past year have experienced difficulties finding or keeping a job, according to new national data released for ADHD Awareness Month.
The Owl Centre, a UK provider of neurodevelopmental assessments, reported that 55 percent of the 1,934 adults it assessed for ADHD between October 2024 and September 2025 said they had struggled in the workplace due to the condition. Common challenges included lateness, sensory sensitivities, trouble with planning and organisation and difficulties meeting deadlines.
Yet despite ADHD being recognised as a disability under the Equality Act 2010, 80 percent of those surveyed said they had never received any formal workplace support or adjustments.
Barriers Still Widespread
Under current UK law, employers are required to make reasonable adjustments for workers with ADHD, whether or not they have a formal diagnosis. But delays in diagnosis and the lengthy process for accessing government support schemes continue to leave many without the help they need.
The National Audit Office recently reported that the Access to Work programme, which funds specialist equipment and support for disabled workers, can take up to five months to process applications.
The Owl Centre warned that this leaves many adults with ADHD unsupported for prolonged periods, with some waiting years for a formal assessment. Others may self-identify as neurodivergent and still require workplace accommodations to perform effectively.
“ADHD is still one of the most misunderstood conditions in the workplace,” said Nicola Lathey, founder and Director of Clinical Services at The Owl Centre. “Too many adults are left to struggle alone, mislabelled as disorganised or unreliable. When, in fact, with the right adjustments, they can be some of the most innovative, creative and solution-focused people in a team.”
She added that “[e]mployers are currently leaving a wealth of talent untapped. What they need are practical, evidence-based tools to create ADHD-friendly workplaces”.
New National ADHD Workplace Service
In response to the widespread support gap, The Owl Centre has launched what it says is the UK’s first national workplace ADHD service, aimed at helping employers support neurodivergent staff more effectively.
The new service will offer:
- ADHD-specific workplace assessments for both employees and line managers
- Sensory processing evaluations with occupational therapists
- Neurodiversity training for organisations to improve awareness and inclusion
The goal, according to Lathey, is to equip organisations with “the knowledge and resources they need to unlock the potential of their neurodivergent staff and make ADHD-friendly workplaces the norm rather than the exception”.
Creating ADHD-friendly Workplaces
Alongside the launch, The Owl Centre is also sharing practical tips for supporting employees with ADHD. These include:
Clear job descriptions: Ensure roles and responsibilities are easy to understand
Example timetables: Use visual guides to help structure tasks and deadlines
Regular 1:1s: Schedule consistent check-ins for guidance and encouragement
Realistic deadlines: Avoid unrealistic expectations that cause overwhelm
Brain breaks: Encourage short breaks to improve focus
Trust and recognition: Provide timely, constructive feedback to build confidence
Organisational tools: Offer software to support task and time management
Quiet workspaces: Allow use of headphones or access to distraction-free zones
Flexible schedules: Include remote work or adapted hours where needed
Neuro-affirmative language: Use respectful, inclusive communication
Missed Opportunity for Employers
Experts have long pointed to the commercial and wellbeing benefits of neurodiverse teams, with many organisations now seeking to recruit staff with ADHD and autism for their unique problem-solving abilities. But The Owl Centre’s findings suggest that inclusive intentions are not always matched by action.
Until assessments, support and understanding are prioritised, many adults with ADHD risk continuing to fall through the cracks. Employers, observers say, would do well to remember that adjustments not only meet legal duties but often bring out the best in their workforce.