In an article published on May 30, 2023 in HR.com’s HR Legal and Compliance, John Veysey discusses how employers must engage employees directly to assess possible accommodations when a request is received for an employee with ADHD, maintain confidentiality during the process, and provide resources to employees familiarize themselves with the process and follow the law.

“Employers need to ensure that management is properly trained to avoid being dismissive of protected disabilities arising from mental health, versus other categories,” said Veysey. “The reverse, however, is also true. It is difficult to fashion a good hypothetical, but employers should just take care to avoid a situation where their more limited understanding of conditions like ADHD results in a more flexible process for employees seeking a related accommodation versus a separate disability, where an employer can enforce far more exacting benchmarks based on some kind of recovery plan or medical prognosis.”

To read the full article, click here.