These solutions are e.g. adjust work duties to their predispositions and interests, support in prioritising tasks and work organisation, allow more frequent breaks

Employers are not obliged to provide different working conditions for persons with ADHD than for neurotypical employees. However, since persons with ADHD may experience various difficulties at work (e.g. get easily distracted, are sometimes hyperactive, impulsive, may experience problems with work organisation, fail to meet deadlines), employers decide to support them.

Intensifying the activities of employers is related, among other things, to an increase in the number of adults being diagnosed. Perhaps thanks to higher awareness and latest diagnostic tools. Sceptics claim however, that diagnoses are hasty and unnecessary.

Labour courts in Poland do not deal with neurodiversity yet (including ADHD). In the near future it may change, in particular because in some other jurisdictions (e.g. in the United Kingdom) such cases are on the increase. It cannot be ruled out that courts will take into consideration this aspect, e.g. when assessing the validity of reasons for terminating employment.

Last year an employee with ADHD won a discrimination case against Royal Mint before employment tribunal in Cardiff. The tribunal upheld claims of a former HR director that she had made the decision to resign in a haste and on an impulse typical of a person with ADHD (i.e. there was a cause-and-effect link between her health and the above decision). The employer did not allow her to withdraw her resignation, although it was fully aware that the employee has been diagnosed and experienced difficulties.

Find more in the PRO HR January 2025.