Navigating work with ADHD can be challenging—but you don’t have to do it alone. If your symptoms are affecting your ability to focus, stay organized, or manage stress at work, you may be entitled to reasonable accommodations under Canadian human rights legislation.
Here’s a practical, step-by-step guide to help you request the support you need.
1. Know Your Rights
In Canada, ADHD is recognized as a disability if it substantially limits your ability to perform essential job duties. That means:
- You’re protected from discrimination
- Your employer has a duty to accommodate
- You don’t need a formal diagnosis to start the conversation—but documentation helps and may be required down the line
Accommodations are not “special treatment.” They’re tools to help you succeed.
2. Identify What You Need
Start by reflecting on what’s hardest for you at work. Common ADHD-related challenges include:
| Challenge | Possible Accommodation |
|---|---|
| Difficulty with focus | Noise-canceling headphones, quiet workspace |
| Time blindness | Visual timers, calendar reminders |
| Task initiation | Clear written instructions, checklists |
| Emotional regulation | Flexible breaks, access to wellness room |
| Forgetfulness | Written follow-ups, project management tools |
You don’t need to ask for everything—just what would make your job more manageable.
3. Gather Documentation
While not always required, documentation can strengthen your request. This might include:
- A diagnostic report
- A letter from a healthcare provider
- A summary of your symptoms and how they affect your work
At Sparrow ADHD & Wellness, we provide clear, workplace-friendly documentation as part of our assessment process.
4. Make the Request
You can start with a simple, respectful message. For example:
“I’ve been experiencing challenges related to ADHD that are affecting my work. I’d like to explore accommodations that could help me perform more effectively. Can we set up a time to discuss?”
You can make the request verbally or in writing. If your workplace has an HR department, they may guide the process.
5. Be Collaborative
Your employer may ask questions or suggest alternatives. You can:
- Explain how the accommodation would help
- Offer examples of what’s worked in the past
- Be open to adjustments that meet both your needs and the role’s requirements
If you feel dismissed or misunderstood, you can request a second opinion or consult a legal advocate.
6. Follow Up
Once accommodations are in place:
- Check in regularly to see how they’re working
- Document any changes or challenges
- Advocate for adjustments if needed
Your needs may evolve—and that’s okay. Accommodations are meant to be fluid and evolve with your treatment progress.
7. You’re Allowed to Ask
Requesting accommodations is not a sign of weakness. It’s a proactive step toward thriving at work. You deserve support, clarity, and respect.
If you’re unsure where to start, Sparrow ADHD & Wellness can help. Our assessments include:
- Clear documentation
- Personalized recommendations
- A trauma-informed, inclusive approach
You don’t have to “just try harder.” You’re allowed to ask for what you need.
