You need reasonable adjustments
Disclosure can help explain why support is needed.
A personal decision, not a test
ADHD Disclosure at Work UK
Telling an employer about ADHD can feel exposing. The decision should be guided by what support you need, who needs to know and how the information will be used.
Disclosure is most useful when it leads to practical support.
You need reasonable adjustments
Disclosure can help explain why support is needed.
Performance is being misunderstood
It may help shift the conversation from blame to support.
You are using Access to Work
Some support routes may require relevant information.
Start here
When disclosure may help
Performance is being misunderstood
It may help shift the conversation from blame to support.
You are using Access to Work
Some support routes may require relevant information.
Communication needs to change
You may want clearer instructions, written follow-up or structured feedback.
You want support recorded
A written record can reduce repeated disclosure later.
Boundaries
You do not have to disclose everything
Disclosure at work does not have to mean sharing your whole history. It can mean explaining the work barriers you face and the support that may help.
You may choose to share a diagnosis, describe access needs, or disclose only to HR, a manager or occupational health depending on the situation and process.
Suggested wording
Suggested wording
I would like to discuss support at work because I experience barriers related to ADHD. The main difficulty is [describe the work-related barrier, such as prioritising tasks, managing interruptions, retaining verbal instructions or estimating time]. The support that may help is [describe the adjustment]. I would like to agree how this can be recorded, who needs to know and when it should be reviewed.
Keep the focus on work barriers, not personal over-disclosure.
Support route
How Calling All Minds and AXS Passport can help
Calling All Minds can help with coaching, Access to Work guidance, workplace needs assessments and assistive technology. AXS Passport can help preserve relevant support information and reduce the need to repeat the same explanation later.
Disclosure support
Get support without starting from scratch
Calling All Minds and AXS Passport can help turn disclosure into practical support, clear records and next steps.
Useful connected guidance
These pages give more context and connect this guide to practical support.
ADHD at workRead ADHD workplace guidance.Open guidanceHow to ask for reasonable adjustmentsVisit AXS Passport guidance.Open guidanceADHD coaching UKExplore ADHD coaching.Open guidanceAccess to Work ADHD coachingUnderstand Access to Work coaching routes.Open guidanceAXS PassportVisit AXS Passport.Open guidanceReasonable adjustments and the Equality ActRead reasonable adjustments guidance.Open guidance
Questions people often ask
Short answers, written in plain language.
Do I have to tell my employer I have ADHD?
You do not usually have to disclose everything, but sharing relevant information may help if you need support or reasonable adjustments.
What should I say when disclosing ADHD?
Focus on the work barrier, the support that may help, who needs to know and how the support should be reviewed.
Can I ask for adjustments without sharing all details?
Yes. The focus should be on relevant workplace barriers and support needs, not unnecessary personal information.
Can Access to Work help after disclosure?
Access to Work may help with support such as coaching, assistive technology or workplace support where eligible.
Can my employer tell everyone?
Information should be handled carefully and shared only where there is a legitimate support need.
How can AXS Passport help?
AXS Passport can help record access needs and sharing preferences so support is easier to maintain.