Introduction
Many employers are increasingly encountering questions about adult ADHD at work. Employees may raise concerns about concentration, organisation, time management, or overwhelm, and managers may notice persistent performance or wellbeing issues that do not respond to usual support.
In these situations, organisations often feel uncertain about what is appropriate. Employers may wonder whether suggesting or funding an ADHD assessment is legitimate, where the boundaries lie, and what an assessment would actually provide in a workplace context.
This page is written to help employers understand when an adult ADHD assessment may be appropriate at work, what a responsible assessment involves, and how assessment and counselling can support employees without relying on medication pathways.
What an adult ADHD assessment means in an employer context
In a workplace context, an adult ADHD assessment is not about labelling employees or diagnosing for its own sake.
A responsible assessment is a structured clinical process that evaluates whether ADHD may be contributing to difficulties an individual is experiencing, and how those difficulties affect functioning at work. The purpose is clarity, not categorisation.
For employers, assessment provides a clearer understanding of needs, reduces guesswork, and supports more appropriate decisions about adjustments and support. It also helps avoid informal assumptions or unhelpful self-diagnosis.
Importantly, assessment does not obligate an employee or employer to pursue medication. Many adults seek assessment to understand themselves better and access appropriate non-medical support.
When an adult ADHD assessment may be appropriate at work
Adult ADHD assessments may be appropriate when difficulties are persistent, impactful, and not adequately explained by workload, skills, or motivation alone.
Examples include ongoing problems with organisation, focus, prioritisation, or emotional regulation that continue despite reasonable adjustments and supportive management. Employees may report a long history of similar difficulties across roles or contexts.
Assessment may also be appropriate where informal coping strategies are no longer sufficient, or where uncertainty about the underlying cause is creating anxiety for both the employee and the organisation.
For employers, offering or supporting assessment can be a responsible step when there is a genuine question about whether ADHD may be contributing to workplace difficulties.
Why informal ADHD identification and self-diagnosis carry risk at work
Many adults now arrive at the workplace with self-identified ADHD, often based on online content or screening tools.
While self-reflection can be helpful, informal identification carries risks in organisational settings. Without proper assessment, difficulties may be misattributed to ADHD when other factors are involved, or genuine ADHD-related needs may be underestimated.
Employers who rely on informal identification may inadvertently make inappropriate adjustments, miss other underlying issues, or create inconsistent responses across teams.
A structured assessment provides a more reliable foundation for decision-making and support.
What a responsible adult ADHD assessment involves in the workplace
A responsible adult ADHD assessment is conducted by appropriately qualified clinicians and considers the individual’s history, current functioning, and broader context.
This typically includes exploration of developmental history, current symptoms, functional impact, and contributing factors. Assessment should be comprehensive rather than checklist-based, and sensitive to how ADHD presents in adults.
In a workplace context, the outcome should focus on understanding how ADHD-related traits affect work, and what support or adjustments may be helpful.
Assessment is not a single moment, but part of a process that informs ongoing support.
The role of counselling and non-medication ADHD support at work
Many adults with ADHD benefit from counselling and psychological support, particularly when medication is not desired or appropriate.
Counselling can help individuals develop insight, manage stress and emotional regulation, and build strategies that support functioning at work. It can also address secondary issues such as anxiety, low confidence, or burnout that often accompany undiagnosed ADHD.
For employers, offering access to counselling alongside or following assessment provides meaningful support without medicalising the workplace.
This approach aligns with ethical boundaries and supports sustainable performance and wellbeing.
Employer responsibilities and boundaries around ADHD assessment
Employers are not responsible for diagnosing ADHD, but they do have a responsibility to respond appropriately when ADHD may be affecting work.
This includes avoiding informal labelling, ensuring access to appropriate professional support where needed, and making reasonable adjustments based on evidence rather than assumption.
Clear boundaries protect employees from feeling pressured and protect organisations from taking on roles they are not equipped to fulfil.
Supporting assessment is about enabling clarity and support, not directing outcomes.
Avoiding pressure and preserving employee choice around ADHD assessment
It is important that employees do not feel coerced into assessment.
Assessment should be offered as an option, not a requirement, and employees should retain control over whether they pursue it and what they choose to share with their employer.
Respecting choice and confidentiality is essential to maintaining trust and psychological safety.
For employers, this means creating pathways that are available but not imposed.
How Mynurva supports adult ADHD assessment and counselling
Mynurva works with employers to provide responsible adult ADHD assessments and counselling support that align with workplace realities.
Our approach focuses on clinically governed assessment, clear communication, and appropriate non-medication support. We help organisations navigate complexity without overstepping boundaries or relying on informal approaches.
By integrating assessment and counselling, we support clarity, wellbeing, and sustainable working relationships.
What this means for employers
Adult ADHD assessments can play a valuable role in workplace support when used appropriately.
For employers, assessment provides clarity, reduces uncertainty, and supports more informed decisions about adjustments and ongoing support. When combined with counselling, it offers a non-medical pathway that respects both individual needs and organisational boundaries.
A considered next step
If your organisation is unsure whether adult ADHD assessment is appropriate, a considered conversation can help clarify when assessment and counselling may be helpful.
Making informed decisions early often prevents misunderstanding and supports better outcomes for both employees and organisations.