What You Need to Know About Reasonable Accommodations for ADD/ADHD at Work
Due to the Americans with Disabilities Act (ADA) of 1990, employees with ADD or ADHD can ask for accommodations at work. Here’s everything you need to know about achieving reasonable accommodations for ADD/ADHD at work.
More Context on the ADA
The act’s goal was to improve access and create accommodations for people with various disabilities. The Americans with Disabilities Act (ADA) includes ADHD as a recognized disability. For an employee with ADHD, the act can require the employer to provide reasonable accommodations, as long as it does not create an undue hardship for the business. Businesses with less than fifteen employees do not need to comply.
In addition, not everyone with ADD/ADHD qualifies. If a person has ADHD, but it does not substantially limit any major life activity, the ADA does not qualify them for assistance. Those whose disability inhibits them from completing job activities can receive reasonable accommodations.
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Reasonable accommodations for an employee with ADD/ADHD can include:
- Provide structured breaks as a physical outlet
- Utilize a job coach to teach/reinforce techniques
- Allow the employee to work from home
- Review conduct policy with employee
- Adjust method of supervision
- Use services of EAP
- Provide private workspace
- Provide a quiet workspace
- Allow use of noise cancellation or white noise
- Work from home if no effective accommodations in an office environment
- Uninterrupted work time
- Taking allotted breaks as needed
- Minimizing marginal functions to allow focus on essential job duties
- Assign a mentor
- Provide to-do lists
- Meetings to discuss expectations
- Assistance with prioritization
- Assistive technology (timers, apps, calendars, etc.)
- Have a routine of putting/keeping things in place
- Prepare for the next day’s work the night before
- Create checklists for yourself and others
- Place sticky notes where you will see them
- Turn off distractions – including cell phones
- Use a timer or programmable watch to pace self
Related: Reasonable Accommodations for Depression at Work
Requests for a Reasonable Accommodation do not need to be in writing, but it may be helpful to clarify the details of what is needed. You only need to inform your employer that you have a medical condition that needs you to make some changes in order to best complete your job. There is no legal timeline that an employer must respond to.
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If you or a loved one would like to learn more about Reasonable Accommodations for ADD/ADHD at Work, get your free consultation with one of our Employment Attorneys today!