Navigating Reasonable Accommodation And Confidentiality For Employees With ADHD, Part 3

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n an article published on June 30 in’s HR Legal and Compliance, Nelson Mullins attorneys John Veysey and Rose Collins further discuss how employers must navigate reasonable accommodation for employees with ADHD while maintaining confidentiality. Veysey’s commentary includes best practices and a focus on the promotion of mental health support and diversity, equity, and inclusion in the workplace.

“Employers should remember that attention deficit/hyperactivity disorder (ADHD) is different for every individual. Establishing some rigid criteria, checklists, or systems may fall short in trying to anticipate, address and accommodate these issues. Indeed, this is exactly why we see overlap with equity and inclusion issues,” said Veysey. “How an employee manages something like ADHD may depend heavily on their background, age, gender identity, or socioeconomic status. ADHD is a glaring example of where certain disability conditions dovetail into major issues that organizations are working hard to address in their diversity, equity, and inclusion (DEI) initiatives.”

To read the full article, click here.

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