Supporting an ADHD employee who appears to be underperforming

If you’re a manager, HR professional, or Occupational Health practitioner, you’ve probably encountered a situation where an employee is underperforming. Perhaps tasks are being missed, deadlines slip, or organisation seems inconsistent, and you’re trying to understand what’s really going on. If the employee has diagnosed or suspected ADHD then this situation needs to be handled with care, from a legal and wellbeing perspective.

It’s a familiar challenge for many organisations. You’re responsible for ensuring work is delivered, but you also want to support your team fairly, lawfully, and in a way that brings out their best. And when the issue involves ADHD, it’s easy for understandable workplace frustrations to be misinterpreted, especially if you’re relying on surface-level behaviours alone.

This is why understanding the distinction between genuine performance concerns and ADHD-related executive dysfunction is so essential. It helps managers respond with clarity rather than frustration, and ensures organisations remain supportive, compliant, and able to unlock the strengths that ADHD employees often bring to their roles.

Executive function for your employee with ADHD

Executive function is a group of cognitive skills that allow people to plan, start, organise, and complete tasks. For your employee with ADHD these skills may be significantly impaired. Research consistently shows executive function difficulties are a core feature of ADHD.

When these systems are under strain, your employee may struggle with:

To you as the employer, this could look like not trying or caring. In reality, it may be a gap between intention and action, not motivation issues.

Why ADHD related behaviours can sometimes be misinterpreted as underperforming

Your employee with ADHD may demonstrate behaviours like:

• Starting tasks extremely close to deadlines
• Avoiding vague or complex tasks
• Appearing frozen or overwhelmed
• Hyperfocusing on the wrong task
• Struggling with admin tasks but excelling in creative, high-pressure, or urgent work

None of these indicate a lack of commitment.

This is important for employers because labelling the behaviour as laziness or poor attitude can lead to incorrect conclusions, inappropriate performance management, or even discriminatory action towards ADHD employees under the Equality Act.

Navigating different scenarios

There are two very different scenarios that employers need to differentiate between:

Scenario 1: The employee is underperforming for reasons not related to ADHD

In these cases, reasonable adjustments are not required and standard performance processes apply.

Scenario 2: The employee is underperforming because of ADHD-related executive dysfunction

In this scenario, the employee is legally entitled to workplace adjustments, and the organisation has a responsibility to respond proportionately and supportively. Adjustments are not about doing less work, but thinking about working differently.

The challenge is knowing which scenario you’re dealing with.

The distinction isn’t always instant, and whilst a diagnostic assessment can provide clarity, some indicators that performance issues are related to executive function challenges rather than capability or willingness are below:

Signs of scenario 1:

• The employee shows no intention to improve
• Avoidance is selective and inconsistent with their usual behaviour
• The employee can complete similar tasks elsewhere but repeatedly refuses others
• There is no sign of overwhelm, distress, or effort

Signs of scenario 2:

• Performance varies significantly day-to-day
• The employee expresses clear intention to complete the task but doesn’t follow through
• The employee shows anxiety, guilt or overwhelm, not disengagement
•The employee performs well when tasks are urgent, interesting or clearly structured
• The employee does well with support such as breaking tasks down or check-ins
• Similar struggles appear across administrative tasks

What managers and HR can ask instead

From a management perspective, it’s reasonable to need tasks to be completed. The goal isn’t to excuse underperformance; it’s to understand what’s driving it and support effectively.

Instead of the common “Why haven’t you done this yet?” consider questions that uncover barriers to underperforming include:

• “What part of this task is hardest to get started with?”
• “Would it help to break this into smaller steps?”
•  “Is the deadline clear and realistic for you?”
•  “Are there particular tasks that you find easier to begin than others?”
• “What support or information would make this easier to progress?”

These open the door to practical solutions rather than judgement.

Potential reasonable adjustments for ADHD in the workplace

Supporting an employee with ADHD at work isn’t about lowering standards; it’s about enabling performance. Everyone can benefit from more flexible, human-centred working environments, but for employees with ADHD it may be really important to their delivery.

Whilst we recommend tailored strategies to support ADHD in the workplace, as everyone’s experience with ADHD and executive dysfunction is unique, (you can read more about ADHD workplace support here), below are some common examples of low-cost high impact support strategies:

• Clear written instructions and examples
• Breaking large tasks into smaller steps
• More frequent but shorter deadlines
• Joint prioritisation to reduce decision fatigue
• Reduced context-switching (e.g. fewer meetings)
• Protected focus time
• Access to ADHD-informed coaching
• Assistive tools for planning, reminders, or time management
• Requesting a workplace needs assessment and report

The importance of supporting employees with ADHD

When ADHD related executive dysfunction is misinterpreted as employees underperforming:

• Employees may burn out, mask symptoms, or disengage
• Managers become frustrated and escalate processes prematurely
• Organisations risk losing high-performing staff whose barriers were solvable
• There may be legal risk if disability-related issues aren’t handled appropriately

But when employers understand what they’re seeing:

• Performance conversations become more effective
• Individuals gain language and strategies for what they’re experiencing
• Managers can focus on barriers and solutions, not blame
• Organisations see improved productivity, engagement and retention, particularly when support is structured and proactive.

ADHD workplace needs assessments

Aim Forward partners with employers to build confident, compliant, neuroinclusive workplaces.

We understand the challenges line managers and HR face when trying to understand if the employee underperforming is related to ADHD or a non-disability related issue.

We provide workplace needs assessments that explore how your employees’ suspected or diagnosed ADHD is impacting them at work, and what practical, free or cost-effective adjustments could be put in place to help the line manager and employee navigate the impacts of ADHD in the workplace.

After a workplace needs assessment, line managers find that they benefit from clear and actionable adjustments, enhanced communication and improved confidence with how to navigate the next steps.