How do you talk to your employer about ADHD?
Short answer
You usually do not have to tell your employer, and you choose what and when to share. If you want changes at work, it often helps to focus on the specific adjustment and how it helps you do the job, rather than on a diagnosis. In the US, ADA rules on accommodation and confidentiality apply; in the UK, employers have a duty to make reasonable adjustments.
Deciding whether to say anything at work is personal. Some people want colleagues to understand them; others prefer to keep health matters private and simply ask for a quieter desk or written instructions. Both are legitimate. This page covers what official guidance says and how to plan the conversation. It is general information, not legal advice.
You decide what to share
If you want changes at work
Planning the conversation
- Pick the right person: often your manager, sometimes HR or occupational health.
- Decide in advance how much you will say about your health, if anything.
- Name one or two specific changes and how each would help you do the job.
- Bring examples: "I miss details in long verbal briefings; written follow-ups would help."
- Agree how you will review whether the change is working.
- Follow up in writing with a short summary of what was agreed.
For example, someone might say: "I work best with fewer interruptions. Could I block two mornings a week for focused work and use headphones at my desk?" That request is concrete and easy for a manager to say yes to, whether or not a diagnosis is mentioned.
Extra help in the UK
In the US, the Job Accommodation Network offers free, confidential guidance on accommodations, and can help you think through what to ask for.
Whatever you decide, keep copies of any emails or letters about adjustments. If your manager changes, a written record means you do not have to start the conversation from scratch.
A starting point for your next step.
Still working out whether ADHD fits your experience? The free ASRS screener is private, and your results are yours alone to share or not.Frequently asked questions
Can I ask for adjustments without a diagnosis?
In the UK, Acas says employers should offer support whether or not a worker has a diagnosis. In the US, an employer can ask for medical documentation when the need is not obvious, so practices vary.
Will my co-workers be told?
The EEOC says medical information you give your employer must be kept confidential, even from co-workers. Sharing with colleagues is your choice.
Should I mention a screener result to my employer?
There is usually no need. A screener is not a diagnosis, and requests for adjustments can focus on what would help you work well.
Sources
Source check: 2026-10-28. No medical review has occurred.
- U.S. Equal Employment Opportunity Commission, "Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights"
- Acas, "Talking about neurodiversity" (Neurodiversity at work guidance)
- Job Accommodation Network, "Employees' Practical Guide to Requesting and Negotiating Reasonable Accommodations Under the Americans with Disabilities Act (ADA)"
- GOV.UK, "Reasonable adjustments for workers with disabilities or health conditions"
- Acas, "Adjustments for neurodiversity"
- GOV.UK, "Access to Work: get support if you have a disability or health condition"
Published 2026-10-28. Factual source check: ADHDFalcon editorial team, factual source check, 2026-10-28. No medical review has occurred.