For Your Employer
A resource to share with your manager or HR team.
Many individuals fund coaching themselves; others access it through workplace learning and development, wellbeing, occupational health, reasonable adjustments or Access to Work. If starting that conversation feels difficult, this page is designed to be shared with your manager or HR team to explain what ADHD coaching offers and how it supports sustainable performance.
What ADHD coaching is
- A structured, confidential partnership that goes beyond tips and techniques, to build understanding that leads to lasting change.
- Evidence-based and shaped by a diverse professional background, built around the individual rather than a generic programme.
- A space to work through the specific demands of a role, team and working environment.
What ADHD coaching is not
- Not therapy or clinical treatment.
- Not a diagnosis or clinical assessment service.
- Not a performance management or disciplinary tool.
- Not a one-size-fits-all training course.
Who it supports
- Employees with a formal ADHD diagnosis.
- Employees navigating a recent or late diagnosis.
- Managers and teams who want to better support neurodivergent colleagues.
Outcomes it can deliver
- Reduced overwhelm and more manageable workload.
- Clearer communication, boundaries and prioritisation.
- Increased confidence and self-understanding.
- More sustainable, consistent performance.
- Lower risk of burnout and long-term absence.
Why organisations fund it
A practical investment, not a gesture.
- Supports retention of experienced, high performing people.
- Contributes to reasonable adjustment and inclusion commitments.
- Reduces the costs associated with burnout, absence and disengagement.
- Demonstrates genuine, practical commitment to neurodiversity and neuroinclusion.
Typical coaching package
Six sessions, delivered online at a pace that fits around work and caring responsibilities. Sessions can be arranged fortnightly or to a schedule that suits the individual and their manager.
How to enquire
Enquiries are welcome from the individual, their manager, or their HR or wellbeing team. A short discovery call is the usual starting point.