A London tribunal ruling against Capgemini has put ADHD and workplace inclusion firmly in the spotlight. Sky News figures show a 21 percent increase in employees with disabilities or long term health conditions since the pandemic. Within that, there has been a 35 percent rise in people with learning difficulties and conditions such as ADHD.

Employers need to act. Supporting neurodivergent staff does not always mean large scale change. Clearer communication, flexible hours, or quieter workspaces can make a real difference. Failing to provide reasonable adjustments risks legal action and weakens trust. Taking proactive steps instead strengthens inclusion and helps attract diverse talent.

For candidates, this case highlights your right to workplace adjustments. If you have ADHD or another condition, you should be supported to carry out your role effectively. Awareness is increasing, and employers are under pressure to ensure fair treatment.

The workforce profile is shifting, with more adults being diagnosed and more young people entering employment with ADHD. Businesses that respond early will gain access to skills and perspectives that improve performance. 

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