ADHD at Work

Should I Disclose My ADHD Diagnosis?

Serious consequences can befall a worker who reveals their ADHD diagnosis to an employer. Here’s what leading experts advise.

By Carole Fleck Verified Updated on January 14, 2025
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In a recent webinar on workplace issues, ADDitude fielded hundreds of questions from attendees, and the most common one, by far, was this: Should an employee with ADHD disclose their diagnosis in the workplace?

According to SHRM, the human resources trade association:

  • 47% of U.S. employees with a nonapparent disability chose not to disclose at work
  • 1 in 5 believe they would not be promoted if they disclosed their disability
  • 16% of U.S. employees report having a nonapparent disability
  • 1 in 3 believe others would scrutinize their behavior, think they can’t do their work, and talk behind their backs if they disclosed their disability

The decision to disclose a diagnosis — or not disclose it — requires careful consideration. To that end, we sought a wide range of perspectives from leading experts. Here’s their advice for making a thoughtful and wise decision.

“Discuss Strengths & Weaknesses, Not Diagnosis”

Instead of disclosing the official (inaccurate) name of the condition, I advise folks to have a discussion with their supervisor about their strengths and weaknesses. All employees ought to do this to make sure their job description is a good match for their brain. I can’t tell you how often mismatches occur and cause subpar performance.

Without naming ADHD, you can explain that you’re more of an idea generator than a detail maven; that punctuality isn’t your strength, but you make up for it with hard work and persistence; that you engage deeply in your work because it brings out the best in you.

[Get This Free Download: What to Ask Yourself to Find the Perfect Job]

Generally speaking, I’m not a fan of workplace accommodations in the name of ADHD. That said, you can and should ask for conditions that facilitate your best work, which any supervisor should grant to get the best out of your brain.

The best “workplace accommodation” is finding the right job to suit your ADHD brain!

— Ned Hallowell, M.D., author and co-author of many books, including Driven to Distraction: Recognizing and Coping with Attention Deficit Disorder (#CommissionsEarned)

“Employers Can’t Support You Unless They Know There’s a Need”

It’s hard to support someone without knowing if there’s a need. In recent years, there’s been a heightened awareness of neurodivergent conditions like ADHD and autism, and more employers have prioritized mental health and supporting employees in general. Employers are recognizing that not all disabilities are obvious, and if an employee discloses they have a disability that is creating a hindrance, it’s the employer’s responsibility to explore ways to support them.

—Katie Brennan, HR knowledge advisor, Society for Human Resource Management, a professional membership organization

“Request Informal Accommodations First”

The issue of whether to disclose an ADHD diagnosis to an employer is tricky. Outcomes are hard to predict, though recognition of neurodivergence is seemingly trending in a positive direction.

[Read: What’s the Secret to Thriving at Work? 5 Keys for ADHD Adults]

Perhaps you have gained a sense of the workplace vibe and established your place there. You might start by making an appeal for an informal accommodation that does not require you to mention ADHD. You might request adjusted hours, such as arriving later and staying later, without saying this is to allow your morning meds to kick in. In the same vein, you could request frequent check-in meetings with a supervisor or a colleague to stay on track with projects (akin to body doubling), simply stating, “It helps me stay on top of things better.”

When seeking accommodations in a job that is protected under the Americans with Disabilities Act, start by consulting Human Resources. You will be asked to provide documentation of your ADHD diagnosis and to formally request specific adjustments to your duties or to communication protocols, such as receiving written follow-up summaries of verbal directions.

Your treatment provider may need to complete some forms and work with you to define specific requests. Still, even in this setting, you might try the informal route first for things like wearing earbuds or working in a closed office to reduce distractions.

— J. Russell Ramsay, Ph.D., co-founder, Penn Adult ADHD Treatment and Research Program, University of Pennsylvania

“Get the Right Treatment”

Ultimately, I hope to empower my patients with treatment that helps them function and thrive in any job regardless of their ADHD.

If a type of accommodation is helpful, I would hope that it would be available to all employees regardless of ADHD diagnosis, so that employees who are undiagnosed can also benefit.

Ideally, all employees would be able to find and adapt to work environments that best fit their skill sets.

— Jacob Behrens, M.D., CEO & Medical Director, Envision ADHD Clinic

“Reinforce That ADHD Is a Value-Add”

What’s the culture of your office? I imagine [the decision to disclose] would change depending on the sector. If you do disclose, show your proficiency of knowledge and reinforce that ADHD is a value-add.

In the creative world, I see my ADHD as a superpower and leverage the energy burst and the hyperfocus. I feel empowered by having ADHD, and it’s one of my favorite parts of myself.

— Sarah Yourgrau, owner, Common Ground Studios, a television and film production company

“Before Disclosing, Consider How Your Boss Will Likely Respond”

Before disclosing your ADHD, make an honest assessment of the likely response by your boss and company. How do they tend to handle situations that challenge standard procedures? How much do they value employee satisfaction (a.k.a., retention) versus efficiency? After disclosing, you may find that their attitude toward you has shifted, that they’re paying more attention to your every action, and maybe even taking notes. Keep in mind that HR’s job is to protect the company, not you.

If there are some reasonable steps your employer or co-workers can take to make you a better employee, ask for them. Don’t feel bad or minimize your requests. And definitely don’t apologize. This can make others feel like it’s their job to make sure you feel okay.

Also, if you choose to disclose your ADHD and ask for accommodations, do so while you’re in good standing. If you’re on a performance improvement plan or on the verge of one, your boss may be less receptive because you didn’t let them know earlier — before they filled out all the paperwork.

Regardless of when you disclose your ADHD, you need to show your boss that your requested accommodations are designed to make you a more effective employee. In the end, the burden is on you to earn your keep.

— Ari Tuckman, Psy.D., author of More Attention, Less Deficit: Success Strategies for Adults with ADHD (#CommissionsEarned)

ADHD in Workplace: Next Steps

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