Give the employee a quieter desk away from walkways, noise-cancelling headphones, and a private space to focus. These are reasonable adjustments employers must consider under the Equality Act 2010 (no diagnosis needed).
Match the adjustment to the open-plan problem
An open-plan floor creates three specific barriers for someone with ADHD: noise, things moving in their line of sight, and constant interruption. Target each one rather than handing over a generic package. The adjustments below are the ones Acas lists for neurodivergent workers, and most are low or no cost.
| Open-plan problem | What helps |
|---|---|
| Background noise and chatter | Noise-cancelling headphones, ear defenders or earplugs; a desk away from busy zones such as the kitchen, printer or meeting pods. |
| Visual distraction and movement | A fixed desk away from thoroughfares, a screen or low partition to block sightlines, and a seat that faces a wall rather than the floor. |
| Interruptions and no place to focus | Access to a bookable quiet room or focus booth, agreed deep-focus hours, and the option to work from home for tasks that need sustained concentration. |
| Restlessness and screen fatigue | A sit-stand desk, permission to take regular short breaks, and tolerance of small movement aids such as a fidget tool. |
It is a legal duty, not a favour
Where the open-plan setup puts a disabled employee at a substantial disadvantage compared with colleagues, you have to take reasonable steps to remove that disadvantage, and to provide equipment that helps (Equality Act 2010, section 20). ADHD can count as a disability where it has a substantial, long-term effect on day-to-day activities (section 6). The duty does not wait for a formal diagnosis: Acas tells employers to support a worker whether or not they have one, and many are sitting on long NHS waiting lists. Once you could reasonably be expected to know someone may be affected, the duty is live.
Treat it as a conversation, not a checklist. What suits one person can backfire for another, so agree two or three changes, try them, and review what is working. For the wider menu of changes, see which reasonable adjustments to make for an employee with ADHD, and if you are unsure the duty applies at all, whether you are legally required to make reasonable adjustments.
If cost is the barrier
Funding need not fall on you. The employee can apply to Access to Work, which can grant-fund specialist equipment, assistive software and one-to-one mental-health support, and a workplace needs assessment can pin down exactly what each person needs. So cost is rarely a fair reason to call an adjustment unreasonable.
Where the law comes from
Related
This page is general information, not clinical or legal advice.