ADHD and autism in working life – focus on needs, not diagnosis

Knowledge of NPF diagnoses in working life has increased, and with it the demand for support, understanding, and practical adjustments. Isabelle Wikholm is a psychologist at Falck in Uppsala and works extensively to support both employers and the individuals concerned, helping to find solutions that work in practice.

“Having managers with a basic understanding of NPF and knowing how to adapt the work is important if employees are to be able to thrive and perform at their best. Otherwise, the work environment can create a mismatch between a person’s abilities and the demands placed on them.”

The Swedish Work Environment Authority has recently issued guidelines on ADHD and autism in working life aimed at occupational health services. Isabelle sees them as an important step, not least because they are based on needs rather than diagnosis.

“There are no universal strengths and weaknesses that apply in working life. It is about listening to the individual. It is also important to remember that a diagnosis is never a requirement for receiving support. Employers have a statutory responsibility to adapt the work environment as soon as a need arises — in other words, support should be guided by needs, regardless of whether there is an underlying diagnosis or not."

The right working conditions bring out strengths

For some people, demands involving social interaction, unclear instructions, multiple simultaneous stimuli, or frequent interruptions can create a high cognitive load. With the right support and adjustments, many of these obstacles can be significantly reduced. As a manager, it is therefore important to be curious and ask open questions. What works well? What works less well? What does the work look like in different situations? What kind of support would the employee like?

At the beginning of an employment, this may require an extra effort and an ongoing dialogue over time, but it is often an investment that pays off. People with NPF, like everyone else, have different strengths and needs. Many contribute perspectives, problem-solving abilities, or ways of working that can be valuable to the organisation.

“This needs-based approach to work and work ability is complex. There are many factors that have an impact, but if, as a manager, you take the approach of wanting to understand what is affecting the situation in order to provide better support, it usually turns out well. It is about daring to stay in the exploration.”

Universal design benefits the entire workplace

Catharina Vikholm, an ergonomist at Falck in Sandviken, has helped review the new guidelines from the perspective of her professional role. She particularly highlights clarity, structure, and a present and engaged leadership style as important elements for both employees with a diagnosis and those without.

“A work environment with a lot of stimuli, unclear tasks, or a lack of recovery can have a significant impact on concentration and energy levels. This also applies during periods of stress or mental fatigue, even without a diagnosis.”

This is in line with the guidelines’ focus on universal design, meaning that the workplace should work for as many people as possible from the outset. This can, for example, involve:

• communicating clearly and concretely
• creating predictable work processes
• clarifying goals and areas of responsibility
• working with structured meetings
• providing opportunities for recovery and quieter environments for breaks

“These are the kinds of things that improve the work environment for the whole group, not just for those with a diagnosis. That means we can, to some extent, prevent ending up with reactive and person-dependent solutions, because we have already thought through good solutions in advance,” says Isabelle Wikholm.

As an employer, you do not need to know everything, but a basic understanding of ADHD and autism makes you better equipped to ask the right questions, recognise needs, and create a workplace where more people can thrive and perform at their best. Adjustments are not only about removing obstacles — they are also about unlocking potential.