Are Attention Deficit Hyperactivity Disorder (ADHD) Classified as a Disability? Workplace Implications of Developmental Disorders

Are Attention Deficit Hyperactivity Disorder (ADHD) Classified as a Disability? Workplace Implications of Developmental Disorders

Feeling like you're struggling because of ADHD? This guide will walk you through how ADHD is defined under U.S. laws, how it impacts your daily life, and what accommodations you might be entitled to at work. Get ready to learn all about ADHD and its legal status.

ADHD got you down? Struggling to focus or pay attention? You're not alone. But whether your condition is mild or severe, you might wonder if having ADHD is considered a disability—and if there are ways your workplace can help better accommodate you.

So, is ADHD really a disability?

ADHD is an invisible disability, just like many others. In the U.S., under the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973, ADHD can be considered a disability if it significantly impacts your ability to work or participate in society.

The Centers for Disease Control (CDC) also considers ADHD to be a neurodevelopmental disability. According to most definitions, if ADHD significantly impacts your daily life, it's considered a mental disability.

Keep in mind that labels like "disability" can be helpful for professionals to diagnose conditions and provide appropriate treatment and services. However, it's up to you to decide if you want to define your own ADHD as a disability.

Is ADHD a mental disability?

ADHD is often seen as a disability, even though it's not typically referred to as a mental disability. Mental disorders like anxiety, depression, or bipolar disorder might be associated with disability, but not always. ADHD can have a significant impact on day-to-day life, making it a potential mental disability.

The American Psychiatric Association defines ADHD as a disorder, meeting most criteria to be considered a mental illness. It includes:

• Being a treatable health condition
• Involving significant changes in emotion, thinking, or behavior
• Being associated with stress
• Affecting social situations, work, or relationships

The term "mental disorder," "mental illness," and "mental health condition" are often used interchangeably, so ADHD could also be considered any of these.

ADHD and The ADA

The Americans with Disabilities Act (ADA) is a U.S. federal law designed to help protect the rights of people with disabilities. Under the ADA, employers with more than 15 employees can't discriminate against workers with disabilities and must make reasonable accommodations for them.

However, accommodations must not cause "undue hardship" for the business, which means they shouldn't be wildly expensive, time-consuming, or result in a major productivity loss. If your job only makes accommodations that cause undue hardship, you may be entitled to take legal action.

If you're working for a company with less than 15 employees, you might still be protected under your state's anti-discrimination laws.

Is ADHD a developmental disability too?

According to the Centers for Disease Control and Prevention (CDC), ADHD is one of the common developmental disorders or disabilities among children, as it impacts neurodevelopment.

Along with conditions like autism, cerebral palsy, and hearing loss, ADHD is considered a developmental disability. This type of disability can impact one or all of the following:

• Learning
• Language
• Behavior

Is ADHD a learning disability?

ADHD isn't considered a learning disability, but up to half of children with ADHD may have a coexisting learning disability. Learning disabilities are a subtype of developmental disabilities, affecting an individual's ability to understand the spoken or written word and perform calculations.

What accommodations can you get in the workplace?

If you have ADHD, your job may have to make some accommodations to help you perform your job duties effectively within the bounds of the ADA. Some examples include:

• Work Environment Adjustments: Providing a quiet workspace, allowing the use of noise-canceling headphones or white noise, and working from home.
• Flexible Work Arrangements: Offering flexible working hours or part-time schedules.
• Organizational Support: Using organizational tools like digital task managers, structured work techniques like the Pomodoro method, and providing reminders for deadlines.

When should you disclose your ADHD at work?

It's generally best to disclose your ADHD diagnosis only when it's necessary and specific accommodations are needed. For instance, if you're struggling with a loud workspace or have trouble meeting deadlines, it might be time to bring it up with your employer.

If your employer refuses to make accommodations for your ADHD, you may want to take some steps to protect yourself, such as:

• Documenting interactions with your employer and dates
• Consulting an employment attorney

By understanding your rights and advocating for yourself, you can ensure a more productive and successful work environment.

• If ADHD significantly impacts your daily life, it's considered a mental disability under most definitions, as per the Centers for Disease Control (CDC).
• Under the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973, ADHD can be viewed as a disability if it significant impacts your ability to work or participate in society.
• Some accommodations you might be entitled to at work if you have ADHD include adjustments to your work environment, flexible working arrangements, and organizational support like digital task managers and deadlines reminders.

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