Supporting women with ADHD in the workplace: why understanding and adjustments matter more than ever
For many women with ADHD—especially those navigating the hormonal shifts of perimenopause—workplaces can feel overwhelming, exhausting, and unforgiving. Despite our talents, drive, and dedication, we are often misunderstood, unsupported, or overlooked. The emotional toll of trying to "just get on with it" can be immense.
This isn’t about a lack of ambition or skill. It’s about a lack of understanding.
Before I knew I had ADHD, I was working as a senior nurse in the NHS. I had over two decades of experience, cared deeply about my work, and was used to operating at a high level. But during perimenopause, everything changed. I felt overwhelmed, disorganised, and emotionally drained. I couldn’t understand why things that had once felt manageable now left me in tears. I masked how much I was struggling, pushed myself harder, and eventually, I broke.
The trauma of leaving a career I loved—because I didn’t have the right support—still lives with me. And I now know it could have been different.
The legal responsibility to support neurodivergent employees
In the UK, ADHD is recognised as a disability under the Equality Act 2010. This means employers have a legal duty to make reasonable adjustments to reduce any disadvantage an employee might face due to their condition. The Health and Safety at Work etc. Act 1974 also outlines an employer’s responsibility to safeguard the health, safety, and wellbeing of their workforce.
And yet, so many women—especially those diagnosed later in life—go without the support they’re legally entitled to.
What can HR and careers professionals do?
Careers professionals and HR teams are uniquely placed to change this narrative. By implementing small but impactful adjustments, workplaces can become more inclusive, productive, and supportive environments for neurodivergent employees.
Here are some key areas to focus on:
See neurodivergence as a strength
Women with ADHD often bring creativity, energy, innovation, and fresh ways of thinking. Recognising and valuing these strengths creates an empowering work culture where difference is celebrated.
Offer reasonable adjustments
This might include:
Flexible or remote working hours
Access to quiet, low-stimulation workspaces
Written instructions instead of verbal ones
Breaking tasks into manageable steps
Use of assistive technology or tools for organisation
Support Access to Work applications
Access to Work is a government scheme that can fund ADHD coaching, assistive technology, and workplace adaptations. HR support in navigating this process can be life-changing for an employee.
Normalise coaching and mentoring
Many people with ADHD benefit from support around time management, prioritisation, and confidence. Encouraging access to coaching or mentoring—without stigma—can help staff stay engaged, focused, and supported.
Design inclusive recruitment processes
This might involve sharing interview questions in advance, allowing breaks during longer assessments, or avoiding heavily time-pressured tasks. These changes don't lower standards—they simply level the playing field.
Encourage open conversations
Reducing stigma around ADHD and mental health is essential. When employees feel safe enough to speak up about their needs, it builds trust and fosters a culture of empathy and understanding.
The outcome? Trust, retention, and growth
When women feel supported, they thrive. Reasonable adjustments aren’t just about meeting legal obligations—they’re about creating conditions where people can contribute fully, feel valued, and stay in roles that matter to them.
If I had been given that understanding earlier, I might still be in my nursing career. I might not have carried the trauma of burnout and loss. But through that experience, I found a new purpose—helping other women navigate ADHD with the compassion and support they deserve.
Let’s not wait until someone walks away from a job they love. Let’s ask what they need before they reach breaking point.
If you're an HR professional or career adviser and would like to learn more about supporting women with ADHD, especially during perimenopause and menopause, feel free to get in touch. Support doesn't have to be complicated—it just has to be offered.