Workplace Accommodations for ADHD: What the Process Actually Looks Like
- Kristina Proctor
- Jun 6
- 4 min read
Plus: What to do if you're not ready to go through HR yet.
If you're a professional with ADHD, anxiety, or another disability that impacts your job, understanding how to request workplace accommodations can make a world of difference. Under the Americans with Disabilities Act (ADA), you may be eligible for reasonable accommodations that support your ability to succeed at work.
This guide breaks down the full accommodations process—from self-accommodations you can start today to the formal HR steps—and dispels some common myths that get in the way of getting support.
June 2025, Kristina Proctor, ADHD Coach @ Agave Health
What Are Workplace Accommodations?
Workplace accommodations are adjustments or supports that help you do your job more effectively if you have a disability. These can be simple (like noise-canceling headphones) or more involved (like modified schedules or role adjustments).
There are two categories:
Self-Accommodations
These are adjustments you make on your own without formal approval—often the easiest place to start.
Formal Accommodations
These go through your Human Resources department and are protected by the Americans with Disabilities Act (ADA).
What Counts as a Formal ADA Accommodation?
To qualify for formal workplace accommodations under the ADA:
You must have a documented disability
Your employer must have 15 or more employees
The accommodation must be reasonable and not create an undue hardship for the company
📚 Learn more from the EEOC’s official guide on disability rights in the workplace
Examples of reasonable accommodations might include:
A flexible work schedule
Extra time for deadlines
Screen reader technology or assistive software
Private workspace or reduced distractions
Start With Self-Accommodations (Seriously)
If you’re not ready to talk to HR—or aren’t sure what accommodations would even help—you’re not stuck.
You can create ADHD-friendly systems for yourself starting today. These might include:
Working near natural light or away from distractions
Using time-blocking or visual timers to manage tasks
Building pre- and post-meeting rituals to regulate focus
Wearing headphones or using brown noise apps
These are legitimate ways to support your brain at work—no paperwork needed.
Myth: “If My Doctor Recommends an Accommodation, I’ll Automatically Get It”
This one trips up a lot of people.
Even if your medical provider says you need a specific accommodation, your employer is only required to provide what's considered reasonable under the ADA.
If your employer believes the request would cause significant disruption or cost (aka an undue hardship), they can deny it—but they must clearly explain why and engage in the next step: the interactive process.
What the Workplace Accommodation Process Actually Looks Like
Here’s a high-level overview of the formal accommodations process:
1. You Submit a Request to HR
You can request an accommodation verbally, but written is best for tracking. Include that the request is under the ADA and describe the issue and the support you’re requesting.
2. HR Has 30 Days to Respond
Once your request is received, your employer must respond within 30 days and begin what’s known as the interactive process.
3. The Interactive Process Begins
This is an open conversation between you and a designated HR representative to explore:
What you need
What’s possible
What can reasonably be implemented
4. You May Need to Provide Documentation
Often, you’ll be asked to submit forms explaining:
Your diagnosis or condition
How it affects your job performance
What accommodations you’re requesting
(Sometimes) Medical documentation from a provider
5. Other People Might Be Involved
While your diagnosis should remain confidential, HR may involve others (like your manager, IT, or facilities) to carry out the accommodation. This means someone might know you’re receiving an accommodation, even if they don’t know why.
FAQs About ADA Accommodations at Work
What are reasonable accommodations at work?
Answer: Reasonable accommodations are changes to the workplace, job duties, or processes that enable a qualified employee with a disability to perform their essential job functions—without creating undue hardship for the employer.
Do I need a diagnosis to request ADA accommodations?
Answer: Yes. To request accommodations under the ADA, you need a documented disability that substantially limits a major life activity. While employers can't ask for your full medical history, they are allowed to request limited documentation verifying your need for the accommodation.
Can my employer deny my request?
Answer: Yes, but only if the requested accommodation would cause undue hardship (significant difficulty or expense). Even then, the employer is expected to continue the interactive process to find alternative solutions. If your request is denied, you're entitled to ask for clarification or consider next steps.
Bottom Line: Know Your Rights and Use the Tools That Work
If your workplace has 15+ employees, they are legally required to consider and engage in the interactive process
Even if an accommodation is denied, you still have the right to discuss alternatives
Self-accommodations are a powerful (and underused) option for immediate relief
Seeking accommodations is about access, not excuses—and you deserve support
Need help identifying accommodations that actually work with your brain?
✨ Inside the Agave Health app, you can talk with ADHD-informed coaches who understand the workplace and help you create real strategies. Whether you're navigating ADHD, anxiety, or executive dysfunction, you're not alone—and you don’t have to figure this out by yourself.
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