ADHD support your employees can find for themselves.
When a capable employee starts running late, missing deadlines or struggling to keep up, undiagnosed ADHD can be part of the picture. Many adults are only now being diagnosed, and there's rarely a clear route to follow. This package gives them one, from screening to aftercare, at one fixed price.
How ADHD can show up at work
Often it doesn't look like ADHD at all. It can look like:
- Inconsistency. Excellent work one week, stuck the next, with no obvious reason.
- Time distortion. Lateness, underestimating how long tasks take, last-minute rushes.
- Strong reactions to feedback. Rejection sensitivity can make routine criticism feel crushing.
- Sensory overload. Noise, open-plan offices and constant interruptions drain energy fast.
- Over-compensating. Working late, over-preparing and masking to keep up, until it tips into burnout.
- Coping, then collapsing. Capable people who managed for years suddenly struggling, sometimes around perimenopause.
- Misread as something else. Stress leave, anxiety, low mood, conflict with colleagues, or addiction can all have undiagnosed ADHD underneath.
My work is spotting what sits underneath these patterns, and supporting the person through it.
How it works
Listed in your employee benefits, alongside your other supports. Employees choose it privately, without needing to raise it with a manager.
Screening
A Full Picture session, preparing the employee for assessment.
Diagnosis
Assessment with an ADHD [psychiatrist title to confirm], arranged through the pathway. Diagnosis and prescribing are carried out by the psychiatrist.
Aftercare
The six-week Medication Integration Programme, for the settling-in period once medication starts, when focus and routines are shifting.
Helping your whole team understand
Supporting an employee well works best when the company understands ADHD too. My talks for managers and staff cover:
- How ADHD shows up at work, including time distortion and rejection sensitivity
- ADHD as a disability, and what that means for how you support someone
- Telling the difference between an ADHD difficulty and a performance issue
- Practical adjustments like focus time, quieter spaces and clear communication
- How to get the best from employees with ADHD
Why this works for HR
- A clear process with a start, an end and a defined outcome
- One fixed cost
- Employee-led and confidential
- Support through the settling-in period, when work is most likely to dip
- Goes further than an Employee Assistance Programme, which usually offers a few short counselling sessions not designed for ADHD
- Shows your company takes neurodiversity seriously, alongside supports like fertility or addiction care
What you can expect
Every person is different, and no programme can promise a set result. What this pathway gives you is an employee with answers, the right support through the settling-in period, and a team that knows how to work with them.
In the right environment, people with ADHD often bring real strengths: creativity, energy, problem-solving under pressure, and deep focus on work that engages them. This pathway is built to help those strengths show up at work.
