The recent tribunal ruling against Capgemini highlights an urgent issue for both employers and candidates. ADHD and other neurodivergent conditions are rising sharply in the workforce. Sky News reports a 21 percent increase in employees with disabilities or long term health conditions since the pandemic, including a 35 percent jump in learning difficulties and conditions like ADHD.

For employers, the message is clear. Providing awareness training, reasonable adjustments, and open dialogue is no longer optional. Failure to act risks legal challenges and reputational harm. Adjustments can be simple, such as quieter workspaces, flexible scheduling, or structured instructions. These steps help employees perform at their best and reduce workplace disputes.

For candidates, this case reinforces your right to fair treatment. If you have ADHD or another condition, you can request adjustments that enable you to succeed. Awareness is growing, and more organisations are under pressure to adapt.

The workforce profile is shifting, with more adults being diagnosed and more young people entering employment with ADHD. Employers who invest now in inclusive practices will not only meet legal duties but also unlock valuable talent. 

Disability Jobsite helps employers manage neurodiversity grey areas with guidance, inclusive practices, and resources to support fair, consistent workplace decisions.