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- Your Rights: ADHD is a disability under the UK Equality Act 2010, meaning employers must consider “Reasonable Adjustments.”
- The Choice: You don’t have to disclose the “Label”; you can disclose the “Need.”
- The Benefit: Formal disclosure protects you from discrimination and unlocks Access to Work funding.
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Knowing Your Legal Standing
In the UK, an employer has a legal duty to ensure you are not disadvantaged by your neurodivergence. You are protected from the moment you apply for a job.
- The “Reasonable” Test: An adjustment is “reasonable” if it is effective in removing the barrier, is practical to implement, and is affordable for the employer.
Framing the Conversation: “Work Styles”
If you aren’t ready to use the term “ADHD,” you can focus on functional requests:
- “I am a visual learner”: Requesting that all verbal instructions are followed up in an email.
- “I work best with deep-focus blocks”: Requesting permission to use noise-cancelling headphones or to block out 9:00 AM – 11:00 AM for complex tasks.
Professionalise your request for support.
Many employees struggle to find the right words to ask for help without sounding like they are “making excuses.” Download our Professionally Drafted Template to help you frame your needs as “performance optimisers” rather than “disability accommodations.”
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