A recent ruling against Capgemini has put the spotlight on how workplaces handle ADHD and other neurodivergent conditions. According to Sky News, the number of people in work with disabilities or long term health conditions has grown by 21 percent since the pandemic. This includes a 35 percent rise in those with learning difficulties and conditions such as ADHD.

For employers, this is a call to action. Adjustments do not always require major investment. Simple steps, such as quiet work areas, flexible hours, or clearer task guidance, can remove barriers and improve performance. Ignoring these needs can result in legal disputes, but more importantly, it means missing out on valuable skills.

For candidates, the case underlines that you have rights in the workplace. If you have ADHD or another condition, you are entitled to reasonable support so you can meet your potential. More organisations are beginning to recognise these responsibilities and take inclusion seriously.

With diagnosis rates rising across all age groups, employers must adapt to a changing workforce. Building a culture of inclusion benefits everyone. 

Disability Network equips employers with tools, advice, and training to handle neurodiversity challenges fairly, ensuring inclusive practices and stronger workplace outcomes.