Written by Gabby Daymond
Founder, HerHR | Workplace ADHD Coach | HR Specialist (14+ years) | LLB
Helping employees navigate workplace challenges through practical, legally informed guidance and workplace ADHD support.
Last updated: July 2026
Quick Answer Summary
Many people assume the first thing they should do after an ADHD diagnosis is tell their employer.
The reality is that there isn’t one right answer.
In most Australian workplaces, disclosing ADHD is not automatically a legal requirement. Instead, it’s a strategic decision that depends on your workplace, your role and what you’re hoping to achieve.
Before deciding whether to disclose, ask yourself one simple question:
Why am I considering telling my employer?
The answer to that question will often guide your next step.
💡 Also worth knowing: If you’re an Australian employee with ADHD, you may be eligible to apply for Australian Government funding for workplace support through the Employment Assistance Fund (EAF). I’ve included more information and next steps at the end of this article.
Start With “Why?”
One of the first questions I hear from clients is:
“Should I tell my employer I have ADHD?”
My response is usually another question:
“What outcome are you hoping to achieve?”
Are you hoping to:
- access reasonable workplace adjustments?
- receive clearer expectations or more structured communication?
- have greater flexibility in how you work?
- explain challenges that may be be affecting your performance?
- help your manager better understand how you work best?
- seek the protections available under workplace laws where a disability is relevant?
- support a conversation about performance management, a Performance Improvement Plan (PIP) or another workplace issue?
Or are you simply feeling like you should tell them because you’ve received a diagnosis?
The reason matters.
Disclosure isn’t simply about sharing personal information – it’s a strategic decision about whether telling your employer is likely to improve your situation at work.
For some people, disclosure opens the door to practical support and workplace adjustments. For others, there may be no immediate benefit to disclosing. The right approach depends on your individual circumstances, your workplace and what you’re hoping to achieve.
In Most Cases, You Don’t Need to Rush
Many people feel pressure to disclose as soon as they’re diagnosed.
In reality, you don’t have to make that decision immediately.
It may help to take some time to understand how ADHD affects you at work. Which tasks feel harder than they should? What situations create the most friction? Can you identify any support or adjustments to your role or workspace that would genuinely make a difference?
Once you’re clearer on some of those answers, you’ll be in a much stronger position to decide whether disclosure is likely to help.
Focus on Solutions, Not Just the Diagnosis
If you’re choosing to disclose your ADHD, it’s often because you’re hoping to adjust how you work – not what you’re expected to achieve.
A diagnosis provides context, but it doesn’t tell your employer what support would actually help you succeed.
Instead, focus the conversation on practical solutions and the outcome you’re hoping to achieve.
For example, you could say:
“I’ve recently been diagnosed with ADHD and I’ve been reflecting on some ways I work best. I think a couple of small changes could help me be even more productive. Would you be open to talking through a few ideas?”
You might then suggest practical adjustments such as:
- confirming priorities or key instructions in writing
- clarifying which tasks take priority when everything feels urgent
- scheduling a short weekly check-in to keep work on track
- blocking out uninterrupted focus time for complex work
- breaking larger projects into smaller milestones with agreed review points
Employers are often much more receptive when they understand how a small change could help you perform at your best.
Remember, the goal isn’t simply to disclose your ADHD. It’s to work together to find practical ways of working that help work feel more manageable for you so you can meet the expectations of your role.
Make It Easy to Say “Yes”
Rather than asking for a permanent change, consider suggesting a short trial.
For example:
“Could we trial this for two weeks and then review whether it’s helping my productivity and the team’s outcomes?”
A trial feels lower risk for everyone.
It gives you and your employer the opportunity to see whether the adjustment is working before committing to it long-term, giving you the chance to demonstrate the positive impact it can have.
Every Workplace Is Different
Some workplaces and managers are highly supportive and experienced in implementing workplace adjustments.
Others may have little understanding of ADHD.
Likewise, every role is different. The demands of your job, how it’s designed, and your work environment can all influence whether disclosure is likely to be helpful.
That’s why there isn’t a one-size-fits-all answer.
The best approach depends on your workplace culture, your manager, your role, your goals, your individual circumstances and the specific challenges you’re experiencing.
Talking your situation through with an independent workplace support professional before having the conversation can help you develop a clear strategy and decide on the approach that’s most likely to achieve the outcome you’re looking for.
Need Help Deciding?
Sometimes the best approach is to disclose.
Sometimes it’s to wait.
Sometimes it’s to have a different conversation altogether.
The key is making an informed, strategic decision – rather than feeling like you have to disclose simply because you’ve received a diagnosis.
You don’t have to figure this out alone.
Whether you’re deciding if, when or how to disclose ADHD at work, we can talk through your situation and build a strategy that’s tailored to your workplace, your role and your goals.
You May Be Eligible for Government Funding
If you’re an Australian employee with ADHD, you may be eligible to apply for funding through the Australian Government’s Employment Assistance Fund (EAF).
This funding can cover workplace support to help you develop practical strategies, navigate workplace challenges, communicate with confidence and work more effectively – meaning you may be able to access my ADHD at Work Support with little or no out-of-pocket cost, depending on your approval.
Not sure where to start?
Book a free 15-minute discovery call.
We’ll discuss:
- what’s happening in your workplace
- whether my ADHD Workplace Support Pathway is the right fit for you
- whether you appear eligible to apply for EAF funding
- EAF application overview + resources
Already know you’d like to work together?
If you’ve already been approved for EAF funding – or you’d simply like to get started as a self-funded client – you can begin the ADHD at Work Support Pathway today.
Disclaimer: This article shares general information on workplace rights in Australia and is not legal advice. EAF eligibility and funding approval are determined by JobAccess under the Australian Government’s Employment Assistance Fund guidelines. Information in this article is general only and does not guarantee eligibility or funding approval.
Related Guides
You may also find helpful:
ADHD at Work: Your Rights & Support Options in Australia
How to Ask for ADHD Workplace Adjustments (Without Making It Awkward)
