Five crucial ways to support neurodivergent employees 

Employee benefits platform, Heka, has released its 2026 Employee Wellbeing report, stressing the importance of support for neurodivergent employees with ADHD.

Neurodiversity is finally being taken seriously - moving from buzzword to boardroom strategy. People are increasingly seeking diagnoses for neurological disorders under the neurodivergent umbrella, including a 600% increase of adults seeking an ADHD and autism diagnosis.

Masking ADHD has repercussions, both for the employee and the employer. When neurodivergent colleagues are not supported with real, flexible employee benefits - as opposed to generic one-size-fits-all solutions - burnout, disengagement, and absenteeism are inevitable.

Neuroinclusion isn’t a nice-to-have, it’s essential. Where neurodivergent employees have the tools and support systems in place, their creativity, strong problem-solving skills, and adaptability can thrive.

Alex Hind, CEO at Heka, explains the critical importance of inclusivity in the workplace: “The impact of having an ADHD brain in the workplace is often overlooked. Employers who fail to implement the support systems their neurodivergent employees need to thrive in the workplace risk losing talent, their engagement, productivity plummeting, and causing harm to colleagues with ADHD. It’s crucial that ADHD awareness continues to rise, so neurodivergent colleagues can thrive.”

Heka reveals five ways to support employees with ADHD, leaving performative policies behind, and implementing systems that actually benefit.

Hormonal health 

Yes, hormones impact women with ADHD significantly. ADHD in women is significantly under-researched, and according to a 2025 study, 31% of women with a clinical ADHD diagnosis also had premenstrual dysphoric disorder (PMDD). 

PMDD is a severe form of premenstrual syndrome, with a diagnostic criteria of feelings of hopelessness or suicidal ideation, severe social and occupational functioning impact, and a range of psychological and behavioural symptoms.

Employees deserve benefits that actually benefit them individually. Hormonal fluctuations have a significant impact on women with ADHD and their ability to function in the workplace. Employers who invest in benefits with mental health support, supplements and nutritional advice for PMDD sufferers, and flexible wellbeing benefits for the individual, are paving the way for ADHD employees to thrive.

Flexible work patterns

ADHD is diagnosed in different avenues: hyperactive ADHD, and inattentive ADHD, or combined. While hyperactive ADHD employees may have difficulty concentrating for long periods of time due to difficulty resting - both mentally and physically - inattentive ADHD employees are often prone to being distracted and struggle regulating attention and focus. 

Many people with ADHD have bouts of extreme concentration - hyperfocus - which, for sustained amounts of time, can lead to burnout.

Flexible working patterns allow ADHD employees to maintain consistent levels of focus, and to work with their ADHD brain, not against it. Whether that’s flexible working start and finish times, regular breaks, remote working options, enabling focus in individual patterns results in increased productivity, and reduces overwhelm and burnout.

Access to exercise benefits

Movement is paramount for able bodied employees with ADHD. Exercise boosts the production of neurotransmitters like dopamine and norepinephrine, crucial in those with ADHD for attention, motivation, and mood regulation. 

Many employers offer a singular exercise benefit - the gym pass. Heka is witnessing the death of the free gym pass, recognising that a commercial gym is not beneficial for everyone. ADHD employees often find time management, executive functioning, and remaining consistent difficult or impossible, therefore offering flexible benefits like exercise classes, yoga, remote experiences, and personal training give more options. 

Offer diagnosis pathways 

People seeking neurodivergent diagnoses has skyrocketed, with a 600% increase of adults seeking an ADHD and autism diagnosis, and waitlists spanning years. 

It’s not feasible for many employers to offer ADHD diagnosis, but many forward-thinking businesses are noticing the increased demand for neurodivergent recognition and inclusivity, and providing a flexible benefits platform that partner with private health organisations like Melios that offer free triage services for employees who suspect they have ADHD, and can explore options before pursuing a formal diagnosis. 

Financial wellbeing IS wellbeing 

Employees with ADHD often struggle to maintain their financial wellbeing - finding money management difficult, overspending to obtain dopamine hits, becoming overwhelmed by outgoings, and struggling to organise their finances. There has even been a term coined - ‘the ADHD tax’ estimated at £1,600 per year - which describes the cumulative expenses from late fees, lost items, and impulse purchases that can result from impulsivity and disorganisation symptoms.

Financial wellbeing and mental wellbeing are inextricably linked. According to Heka’s report, 21% of employees say their money worries are impacting their job performance. Employees with ADHD require extra financial wellbeing support; reducing financial stress starts with education, flexible pay, and everyday support that truly helps. When financial benefits are personalised, employees - and teams - thrive.