Neurodiversity recognises that people think, process information, and experience the world in different ways. In the workplace, this includes neurodivergent conditions such as ADHD, which can affect attention, organisation, emotional regulation, and energy levels.
For employers, neurodiversity and ADHD raise important questions about responsibility, support, and boundaries. While organisations are not responsible for diagnosis or treatment, they do have a role in creating working environments where neurodivergent employees can function effectively and safely.
This section brings together Mynurva’s guidance on neurodiversity and adult ADHD at work, written specifically for employers, HR leaders, and managers making decisions about assessment, counselling, and workplace support.
Neurodiversity and ADHD in an employer context
In an employer context, neurodiversity is not about labels or identities. It is about understanding how differences in attention, processing, and regulation can affect work.
Adult ADHD may present through difficulties with focus, prioritisation, time management, impulse control, or emotional overwhelm. These challenges often fluctuate and may become more visible under pressure, change, or increased demand.
For employers, the key consideration is not whether an employee has ADHD, but whether workplace demands and structures are creating difficulty, and what support is appropriate to reduce risk and support functioning.
Different employer decisions require different ADHD and neurodiversity responses
One of the challenges organisations face is knowing how to respond appropriately to ADHD-related concerns.
In some cases, supportive management and reasonable adjustments are sufficient. In others, uncertainty about underlying needs makes it difficult to know what adjustments are appropriate or fair.
There are also situations where informal assumptions, self-diagnosis, or inconsistent responses create risk for both employees and organisations.
Understanding these different contexts helps employers choose proportionate and responsible responses.
Explore our guidance on neurodiversity and ADHD
The pages below address different aspects of neurodiversity and ADHD at work, depending on the questions employers are facing and the decisions they need to make.
Supporting neurodivergent employees at work
This page focuses on employer responsibility when neurodivergence or ADHD may be affecting work. It explores reasonable adjustments, boundaries around diagnosis, and how to support employees without informal labelling.
Primary focus: employer responsibility and workplace support.
Adult ADHD assessments at work
This page addresses when adult ADHD assessment may be appropriate in a workplace context. It explains what a responsible, non-medication assessment pathway involves and how assessment and counselling can support clarity and appropriate support.
Primary focus: assessment decisions and non-medication pathways.
Common mistakes supporting ADHD at work
This page examines where organisational responses to ADHD often fall short, despite good intentions. It highlights common mistakes and how employers can avoid avoidable risk by taking a more structured approach.
Primary focus: learning from experience and avoiding common pitfalls.
How Mynurva approaches neurodiversity and ADHD
Mynurva works with organisations to support neurodiversity and ADHD at work in a way that is ethical, proportionate, and clinically grounded.
Our approach focuses on providing access to appropriate adult ADHD assessment and counselling support without reliance on medication pathways. We help employers navigate complexity while maintaining clear boundaries and safeguarding psychological safety.
We do not treat ADHD as a performance issue or a wellbeing trend. We treat it as a workplace consideration that requires informed judgement and appropriate professional support.
Choosing the right place to start with neurodiversity and ADHD support
If you are clarifying your organisation’s responsibilities and boundaries, begin with guidance on supporting neurodivergent employees at work.
If you are unsure whether adult ADHD assessment is appropriate, explore guidance on assessment decisions and non-medication support pathways.
If you are reviewing current practice or feel that support is not working as intended, understanding common mistakes can help clarify what to do differently.
What this means for employers
Supporting neurodiversity and ADHD at work requires clarity rather than certainty.
Employers who understand their role, limits, and options are better placed to support neurodivergent employees effectively while managing organisational risk responsibly.
A considered next step
If neurodiversity or ADHD is an active issue in your organisation, a considered conversation can help clarify responsibilities, assessment options, and appropriate support.
Understanding the context is often the first step in responding well.