Attention Deficit Hyperactivity Disorder (ADHD) is a lifelong neurodiverse condition that affects an estimated 2.6 million people in the UK. The exact cause is unknown, but it is thought that there can be genetic and environmental links. ADHD can be diagnosed at any stage in life and can affect anyone.
People with ADHD show a persistent pattern of inattention, or perhaps better described as a difficulty in channelling attention appropriately, and/or hyperactivity/impulsivity that can interfere with day-to-day functioning. There is no cure, but it can be managed with appropriate support.
Common symptoms of ADHD include:
- Inattention (difficulty paying attention and organising tasks)
- Hyperfocus, to the detriment of other tasks
- Hyperactivity (excessive physical movement)
- Impulsivity
- Appearing forgetful
- Easily distracted
- Trouble sitting still
- Talking excessively
- Impatience
- Interrupting people while they’re talking.
For people with ADHD, it can be challenging to begin a task, and to stay on track to completion, especially if there is a deadline that must be met, or shifting to another task before the first one is finished. Misunderstanding of this on the part of an employer, and colleagues, can bring unwelcome repercussions for the employee. Employees can be thought of as rude, disinterested, or of low ability, instead of people recognising the other qualities such as creativity, or the ability to undertake detailed research using hyper-focusing, that can mean they are a great asset to the team.
It is important that workers with ADHD understand their rights in the workplace and the obligations their employer has towards an employee. Below is a brief overview of key points regarding employee rights and the duty of an employer to make reasonable adjustments.
Employee rights
Disability discrimination: Under the Equality Act 2010 (UK), ADHD can be considered as a disability if it has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities. This means a person is protected from discrimination if they are treated badly due to having ADHD.
Reasonable adjustments: Employers are legally required to make reasonable adjustments to ensure that any employee with a disability or long-term health condition can perform their job effectively. For those with ADHD, this may include:
- Flexible working hours (i.e. flexible start time and end time, and frequent breaks)
- Providing information in bullet point formats and the use of templates to follow
- Adjusted workloads so that there is less requirement to multi-task
- Reducing the number of unnecessary meetings/e-mails/calls etc.
- Providing assistive technology where appropriate
- Altering the work environment (e.g., reducing distractions, allowing time to work when they will not be disturbed, use of noise-cancelling headphones etc.)
- Allowing work from home if appropriate
- Providing additional training or support.
Earlier this year the PDA Ability Network launched its ‘Standing up for Sitting Down’ campaign which pharmacists being able to get the reasonable adjustments they need at work. More information of this campaign can be found by clicking here.
Confidentiality: Employees have the right to keep Their diagnosis private. Employers cannot disclose an employees’ condition without their consent.
Communicating with an employer
Those that feel comfortable to discuss their ADHD with an employer or HR are encouraged to do so. By doing so employees can clearly explain how it affects their work and what adjustments might help to support their performance.
Any PDA member that may be having difficulty in getting the assistance they need from their employer is encouraged to contact the PDA Member Support Centre for advice.
Get involved
The PDA Ability Network supports pharmacists with disabilities and long term health conditions and champions equality and inclusion for pharmacists with any form of disability.
- Join the PDA Ability Network here.
- If you would like to get involved with the network and its activities, please email: ability@the-pda.org
- Follow the PDA Ability Network on social media using the hashtag #PDAability
Learn more
- It’s Time to Address Discrimination: Standing up for Sitting Down
- The ADHD Foundation Neurodiversity Charity