The UK has a strong legal framework for workplace adjustments, and most adults with ADHD do not know how to use it. This article covers where ADHD sits under the Equality Act 2010, what a DSE assessment is and how it relates to ADHD, and what to actually ask for.
Where ADHD sits under the Equality Act 2010
The Equality Act 2010 defines disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities [1]. Long-term means 12 months or more, or likely to be. Substantial means more than minor or trivial.
For most adults with ADHD, that definition fits. ADHD is a neurodevelopmental condition with onset in childhood and persistent adult symptoms in most cases [6]. The substantial effect on day-to-day activities, attention, concentration, organisation, time management, impulse control, emotional regulation, is the lived reality for many adults with the diagnosis.
A formal diagnosis is not strictly required for Equality Act protection, but in practice the diagnosis substantially strengthens the case. Whether or not you choose to disclose to an employer is a separate decision (covered in our piece on disclosure at work, the broader principles apply equally to ADHD).
The legal effect is significant:
- It is unlawful to discriminate against a disabled employee directly, indirectly, or by failure to make reasonable adjustments
- The employer has a duty to make reasonable adjustments to remove substantial disadvantages caused by the disability
- The duty is anticipatory for prospective employees and applies the moment the employer knows or could reasonably be expected to know about the disability
- Enforcement is through the employer's grievance procedure, then ACAS early conciliation, then the Employment Tribunal
The duty is not "if it is easy"; it is "if it is reasonable", which is a much higher bar [4, 5].
What a DSE assessment is
DSE stands for Display Screen Equipment. The Health and Safety (Display Screen Equipment) Regulations 1992 require employers to assess the workstation of any employee who uses display screen equipment for a significant part of their work [2, 3]. The assessment is usually a standardised questionnaire or a structured walk-through, often carried out by a DSE assessor or by line management with HSE-approved templates.
A standard DSE assessment covers:
- Display screen positioning, brightness, glare
- Keyboard, mouse and chair set-up
- Desk and lighting
- Posture and breaks
- Software accessibility settings
- Environmental factors (noise, temperature, room layout)
Two things are worth knowing for adults with ADHD:
A DSE assessment is not the same as an ADHD reasonable adjustments assessment. It is narrower, focused on screen-based ergonomics. Many ADHD-relevant adjustments (working pattern, environment, communication style, accommodations around meetings) fall outside the standard DSE remit.
The DSE assessment is a useful starting point because it is mandatory, structured, and already exists in most workplaces. Many employers will pivot from a DSE assessment into a broader reasonable adjustments conversation if you raise specific ADHD-related needs in the same process.
The more formal route for ADHD-specific adjustments is a workplace needs assessment (sometimes called an occupational health referral, sometimes an Access to Work assessment, depending on funding). See our piece on Access to Work for ADHD.
What ADHD-related reasonable adjustments actually look like
The list below is drawn from real-world employer practice, ACAS guidance and adult ADHD literature [4, 6]:
Environmental adjustments
- Quieter desk position, away from high-traffic walkways
- A desk in a quieter area or separate room where open-plan is the default
- Permission to use noise-cancelling headphones
- Lighting adjustments where fluorescent strip lighting is a problem
- Where possible, structured remote or hybrid working
Workflow adjustments
- Written confirmation after verbal instructions or meetings
- Agendas circulated in advance of meetings
- Action points sent in writing after one-to-ones
- Permission to use specific software (focus tools, note-taking apps)
- Larger tasks broken into smaller deliverables with sub-deadlines
- Permission to record meetings (with appropriate consent)
- Reduced or restructured workload during medication titration
Timing and energy adjustments
- Flexible start and finish times where the work allows
- Permission to schedule deep work in your productive window
- Built-in micro-breaks
- Adjusted deadlines where the deliverable allows
- A reduction in last-minute meetings
Communication and management adjustments
- A consistent line manager rather than rotating supervisors where possible
- Structured one-to-ones with a written record
- A named point of contact for queries
- Reasonable adjustments to performance management processes that account for ADHD-related difficulty
Reasonable adjustments to disciplinary and performance processes
This is the area most often missed. Where ADHD has caused difficulties (missed deadlines, missed meetings, inconsistent output), the employer has an ongoing duty to consider reasonable adjustments before treating the difficulty as a performance issue. ACAS guidance is clear: adjustments should be considered as part of performance management, not after it [4].
How to ask
The practical sequence that works:
- Request a meeting with your line manager or HR to discuss reasonable adjustments. You do not need to disclose more than you are comfortable disclosing; the legal duty is triggered by the employer knowing about the disability, not by them knowing every clinical detail.
- Bring a written list of the specific adjustments you are requesting and why. Specific beats abstract: "fortnightly one-to-one with written action points" beats "more support".
- Ask for a workplace needs assessment if the situation is complex or the employer is unsure what to offer. This is the formal route to a structured assessment, often via occupational health or Access to Work.
- Document the response. Reasonable adjustments should be recorded in writing, with a review date.
- Use ACAS if the conversation stalls. ACAS provides free guidance and early conciliation; this is the route into Employment Tribunal if it becomes necessary [4].
What employers can and cannot reasonably refuse
The legal test is reasonableness. Factors that affect what is reasonable include:
- The cost of the adjustment in relation to the employer's resources
- The practicality of making the adjustment
- The extent to which the adjustment would prevent the disadvantage
- The effect on other employees
Cost alone is rarely a defence for a small adjustment. For larger adjustments, employers can apply to Access to Work for funding, which often changes the financial picture significantly. Many ADHD-relevant adjustments are low or zero cost (working pattern, communication style, meeting structure); these are rarely defensible to refuse.
What this means in practice
- Most adults with ADHD meet the Equality Act 2010 definition of disability. The employer has a legal duty to make reasonable adjustments.
- A DSE assessment is mandatory for screen-based work and covers ergonomics; it is a useful starting point but not the same as an ADHD-specific reasonable adjustments assessment.
- Specific, written adjustment requests are stronger than abstract ones. Many useful adjustments are low or zero cost.
- The reasonable adjustments duty applies to performance management, not only to day-to-day work. Difficulties caused by ADHD should trigger adjustments, not punishment.
- ACAS is the practical route when conversations stall. Access to Work covers funding for larger adjustments and ADHD-specific support.
When to speak to a professional
Speak to your GP or NHS adult ADHD service if ADHD has not been formally assessed and work is being significantly affected. Where the NHS wait is not workable, private adult ADHD assessment is a legitimate parallel route. Where the medication question is open, ADHD medication and prescribing with NeuroFX covers the pathway. For workplace legal advice specifically, ACAS, Citizens Advice and a disability rights solicitor are the right routes. Seek urgent help via 111, 999 or A&E for any acute mental health crisis or significant safety concern.
Sources
- Equality Act 2010. https://www.legislation.gov.uk/ukpga/2010/15/contents
- Health and Safety (Display Screen Equipment) Regulations 1992. https://www.legislation.gov.uk/uksi/1992/2792/contents
- Health and Safety Executive. Working safely with display screen equipment. https://www.hse.gov.uk/msd/dse/
- ACAS. Reasonable adjustments at work. https://www.acas.org.uk/reasonable-adjustments
- Equality and Human Rights Commission. Employment statutory code of practice. https://www.equalityhumanrights.com/
- NICE. Attention deficit hyperactivity disorder: diagnosis and management. NG87. National Institute for Health and Care Excellence. https://www.nice.org.uk/guidance/ng87
