ADHD & AuDHD Workplace Accommodations: Your Rights & How To Ask
If you’ve ever sat in a meeting, nodding along while your brain checked out three minutes in, you know the shame spiral that follows. You worry that everyone else “gets it” while you’re silently panicking inside. So this is the time to talk about workplace accommodations when you have ADHD or AuDHD.
I’d like to note:
Most of the examples in this post come from office or computer-based jobs, since that’s been my work experience. Still, the insights can apply more broadly across different kinds of work.
Some expert suggestions may sound overly simple or obvious, but they’re worth considering. Even if we know what to do, it doesn’t mean it’s easy to put into practice or that others will receive it well.
Discussions about accommodations can feel overwhelming because the advice often sounds idealistic. Remember: real life isn’t perfect, and that’s why protections like the ADA matter.
In episode 546, we’re talking about:
How ADHD and AuDHD show up in the workplace
What your rights are under the Americans with Disabilities Act (ADA),
How to ask for support without overexplaining
Rethinking the idea of accommodations, as maybe the problem isn’t us at all, but outdated workplace systems
Listen below, stream it on your favorite podcasting app, or scroll to access the full blog post.
This post contains affiliate links, meaning I may earn a small commission if you make a purchase through my links, at no extra cost to you. Disclosure info here.
7 Ways ADHD & AuDHD Show Up at Work
ADHD and AuDHD aren’t always obvious. It’s not just about forgetting to send an email (though that happens too). Often, it’s the deeper struggles that make us spiral.
1. Trouble Organizing and Learning New Information
It's not that we aren't smart and can't learn new information, but it truly depends on how it's presented to us.
If it’s presented in a way that doesn’t fit your brain. Charts, graphs, or long lectures may leave you lost, even if you love learning.
2. Difficulty Focusing in Long Meetings
Sitting through meetings or repetitive tasks that don’t spark interest can feel impossible. Your mind wanders, and shame sets in when you realize you’ve missed important details.
3. Procrastination That Feels Like Paralysis
This isn’t laziness. It’s that overwhelming freeze where starting feels impossible, no matter how much you want to.
Related: What is ADHD Paralysis + 5 Ways To Overcome It
4. Forgetting Deadlines, Appointments, or Instructions
Even if you write things down, you may not look at them again — or they may not make sense later.
5. Poor Time Management
ADHD brains juggle too many tasks at once. Sometimes it’s because you’ve procrastinated, sometimes because too many tasks are being piled on. Either way, the backlog snowballs.
6. Physical Restlessness
Shifting in your seat, fidgeting, or feeling like you need to stand up, but worrying how it looks is exhausting. Your body wants movement, but workplace culture often discourages it.
7. Emotional Impulsivity
This can show up in two ways: snapping at someone when emotions spill over, or impulsively saying yes to too much in an effort to please. Either way, you end up drained from masking and overextending.
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If you see yourself in several of these, know this… you’re not failing.
You’re working in an environment built for neurotypical brains. And honestly? Even neurotypical people often struggle in these rigid systems — they’re just better at tolerating them.
2 Important Coping Strategies That Help
We’ve all been told to “just make a list.” And while lists can be helpful, they’re not magic. Instead, some ADHD coaches suggest different ways to regroup in the moment.
1. Beth Main: Three-Part Reset
Beth Main is an ADHD coach and therapist. She says, "When we get overwhelmed at work, we could be told by others to just focus harder, make a list. But what we need in those moments is to stop and regroup."
Stop
Step away, even for a minute. If you’re able to, change your location - step away from your desk, walk to the bathroom, or out into the hallway - and breathe.
When you breathe, exhale all the air out of your body and let your body return to its natural breathing rhythm.
Regroup
Notice how your body feels. Are your shoulders up by your ears? Are you clenching your jaw?
Take a moment to release the tension and relax those muscles.
Gain Clarity
Ask yourself…
What exactly is stressing me out right now?
What’s the next smallest step I can take?
For example:
If you’re worried about the future at your job, what’s the next smallest step you could take?
Understand where your fear is coming from -i.e, are there layoffs happening, or are you just feeling imposter syndrome?
Let yourself know that you may be doing some catastrophic thinking, and that's okay, but you’re not going to go down that rabbit hole. Or if real stressors are happening, decide what’s within your control right now and see what you can do about it.
This approach is more ADHD-friendly than forcing yourself to sit and grind it out.
2. Caren McGill’s Head, Heart, Hands Check-In
Caren McGill is another ADHD coach and author, and she uses the head, heart, hands method as a check-in.
Ask yourself…
Head: Is this task too big? Do I have the skills I need?
Heart: Am I afraid of failing or being judged? What are you feeling in this moment?
Hands: Have I eaten, slept or moved? How do I physically feel?
These internal check-ins can be your survival skills because if you are disorganized, distracted, or flooded with anxiety at work, it doesn't mean you are unqualified. It means you're unsupported.
What the ADA (American Disabilities Act) Covers
ADHD is recognized as a disability under the ADA when it limits major life activities like:
Learning
Concentrating
Processing information
Time management
Regulating emotions
Working memory.
All of these executive functions are compromised when you have ADHD, and they are limiting you.
This means you may be legally entitled to reasonable accommodations if you work for an employer with 15+ employees.
So, what does this look like?
Examples of reasonable accommodations include:
Providing a quiet workspace
Allowing noise-canceling headphones or white noise
Offering flexible work-from-home options
Reassigning you to a different role that's a better fit for your brain
Adjusting how training materials or policies are delivered
Letting you use assistive tech like timers, apps, or visual planners
Minimizing non-essential duties so you can focus on your core responsibilities
These aren’t favors. They’re legally supported adjustments that help you do your best work.
Should You Disclose Your ADHD Diagnosis At Work?
To be covered by the ADA, you do have to disclose your diagnosis, and not all of you may be comfortable with that. And there is no right or wrong.
If you are in a situation where you do not feel comfortable disclosing your diagnosis, look to the list of accommodations above and see what you can take care of on your own - like noise-canceling headphones, for example.
ChADD.org reports that a lot of people with ADHD wait too long to disclose their diagnosis.
“A lot of times people disclose that [they have ADHD] a little too late—after they’ve been put on probation. At that point, it probably doesn’t help,” says Elias Sarkis, MD, founder of Sarkis Family Psychiatry and Clinical Trials.
If you choose to disclose, experts recommend:
Having 2 or 3 suggestions for realistic accommodations
Documentation from a doctor (you don’t need your full medical history, just confirmation of diagnosis and needs)
Keeping the conversation short and clear
For example:
“I have ADHD, which is recognized as a disability under the ADA. I’ve noticed some areas where I struggle, and I’ve identified a few accommodations that would help me be more effective. I’d love to discuss what’s possible.”
Short. Clear. No TED talk required.
Special Rules for Federal Workers
According to a report from the Partnership for Public Service from 2020 to 2023, the number of Americans with disabilities in federal jobs increased by 33%.
That's 7.9 million federal workers with a disability that is covered under the ADA, meaning their accommodations are covered legally.
In 2023 alone, 21% of federal workers identified as having a disability or serious health condition. Of those, over 10% had undisclosed or non-visible disabilities like ADHD.
If you’re a federal employee, you’re covered under the Rehabilitation Act of 1973. Even with recent pushes for mandatory return-to-office policies, the law still protects your right to reasonable accommodations, including remote work.
As of now, those protections stand — no matter what headlines suggest.
How To Ask for Workplace Accommodations Without Apologizing
Most of us hate asking for “special treatment.” This can feel uncomfortable based on our own internalized ableism, which can lead to a fear of rejection.
But remember, you’re not asking for perks. You’re asking for what allows you to perform your job without burning out. Accommodations help everyone — they reduce turnover, increase productivity, and support mental health.
Note: the best time to discuss accommodations is when you notice your symptoms are interfering with your job - not after you’re already in trouble.
Then, when you do bring this up, it’s important to have a plan.
1. Know what you need
Be specific here by taking a minute to reflect on your challenges, then come up with some supports you could put into place.
2. Frame the conversion
When asking, don’t overwhelm the neurotypical and launch into a TED talk about neurodivergence. Just clearly state you have an invisible disability (ADHD or AuDHD), and it affects your ability to do specific parts of your job without extreme effort.
3. Communicate that you’re asking for reasonable accommodations
…to support your performance as indicated by the ADA.
Remember, you may need a doctor's note to go alongside this.
Sample script: "Hey, I want to talk to you about something. I have ADHD, which is recognized as a disability under the ADA, and I've noticed some specific areas where I'm struggling and I've identified a few things that I know would help me be more effective and productive here. I'd love to discuss what's possible in terms of accommodations."
That's it. You're naming it. You're taking responsibility, short and sweet.
4. Bring the plan to your manager
Tell them this plan will help you stay focused, meet deadlines, and avoid burnout, which benefits everyone.
Now, if you don’t feel comfortable asking for accommodations, think about how you can accommodate yourself.
Examples…
Give yourself permission to say no.
Say no to a coffee meeting when you don't have the bandwidth.
Say no to just finishing one more thing on your task list for the day.
Let yourself rest when your brain needs a break. They say that 90 minutes is
about all the brain can do, and then it needs a 15-minute break.
How To Accommodate Yourself When Working At Home
Even if you work remotely, ADHD doesn’t disappear. You might still face distractions, restless energy, or burnout. The key is to build your environment around your brain.
Here are some low-cost accommodations to consider:
Softer, adjustable lighting instead of harsh overheads
Pre-meeting agendas to keep focus
Time-blocking work and intentionally turning your phone off for specified periods of time
Body doubling (virtually or in-person) to stay on task
The key is to design your work environment around your brain, not forcing your brain to fit a broken system.
The Cost of No Accommodations = Burnout
When we don’t ask for or create accommodations, the result is often burnout. Not because we’re lazy or unmotivated, but because we’re constantly masking, pushing through, and ignoring our needs.
Over time, that erodes identity. You forget what you enjoy, lose hope, and feel disconnected from yourself.
So, these accommodations aren’t just about productivity; they’re about protecting who you are.
Rethinking “Accommodations” Altogether
Writer Lindsay Mackereth argues that even the word accommodation is outdated.
It frames support as a special favor instead of recognizing that the standard workplace is the problem.
She points out that neurodivergent employees are like canaries in the coal mine…
We feel dysfunction earlier than others — whether it’s inefficient meetings, confusing processes, or sensory overload. And the solutions we need (clear agendas, flexible work options, noise control) actually benefit everyone.
This isn’t about special treatment. It’s about better systems for all employees.
She wrote a 15-page guide called Making Your Organization Neuro Inclusive.
Some of the examples are:
Building in breaks and buffer time instead of back-to-back meetings
Giving multiple ways to communicate. Written, verbal, async, so no one's left behind. This makes expectations clear and feedback specific.
Inclusive infrastructure - Adjustable lighting, noise control, accessible workstations and ergonomic furniture, remote work, flexible hours, different types of workspaces
Safe spaces for vulnerability - Places where employees can go to express themselves without negative repercussions. This fosters a culture of respect, openness, and support.
Establish confidential channels for employees to provide feedback and report concerns, and ensure that these channels are accessible and responsive.
Train managers to recognize and address their own biases and communicate in ways that are affirming.
Implement mental health resources, employee assistance programs, and open-door policies to address emotional and psychological needs.
Final Thoughts
For now, the ADA still protects you. But cultural attitudes are slower to change, which is why many of us feel anxious about asking for what we need.
If you’re not ready to disclose, start by accommodating yourself in small ways. If you are ready, remember: you’re not asking for extras. You’re asking for the baseline support that allows you to thrive.
And maybe, just maybe, by speaking up, we start to shift the culture so no one has to feel like their needs are “too much” ever again.
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