When Christine MacDonald’s son, Ryan, was diagnosed with attention deficit hyperactivity disorder (ADHD) at age seven, the impact on her family was profound. “He was having major outbursts at school. I got daily calls to come pick him up. One day, he ripped a heater off the wall,” recalls MacDonald, a partner with Selectpath Benefits & Financial, a member firm of Benefits Alliance, in Halifax. She eventually took a full year off work to support him.
Everything changed when Ryan began treatment. “We called it the magic pill,” says MacDonald. “Within two days on Concerta, it was like I had my son back.”
With the right supports, Ryan flourished. Now 23, he works as a high-end bike technician—a perfect fit for his technical mind and passion for cycling. “Everyone at work understands he has ADHD and other colleagues opened up to him as well,” MacDonald says. “He’s found a way to thrive.”
Common and misunderstood
ADHD affects an estimated four to six per cent of adults and five to seven per cent of children in Canada—about 1.8 million people—according to the Centre for ADHD Awareness Canada (CADDAC). The category of ADHD drugs ranks fourth in spending by private drug plans, ahead of depression and asthma, according to TELUS Health’s 2025 Drug Data Trends & National Benchmarks report. TELUS Health claims data also shows that adult claimants overtook pediatric claimants in 2022.
ADHD is a chronic neurodevelopmental disorder that affects executive functioning skills such as time management, focus and emotional regulation. It’s also highly genetic. MacDonald notes that after Ryan’s diagnosis, her husband, working in a large accounting firm, realized he also had ADHD. “What’s driving the increase in diagnoses is that mom or dad get tested after their kid does and they realize why they’ve been struggling for so long,” she says.
Even high-functioning adults can find the work environment difficult without the right accommodations. “When you’re neurodivergent, you’re constantly navigating a neurotypical world that wasn’t built for you,” says Rachel Wade, a diversity, equity and inclusion (DEI) consultant based in Calgary who was diagnosed with ADHD at age 36. “Early in my comms career I was re-reading drafts 35 times to make sure they didn’t have typos.”
Her diagnosis—confirmed after $2,500 in psychological testing (covered by the benefits plan of her employer at the time)—was both a relief and a reckoning. “It can unlock a new perspective of generosity and grace with yourself. But it also brings grief. Many late-diagnosed people wonder what life might have been like, ‘If only I knew this sooner.’”
A costly oversight
ADHD symptoms can lead to missed deadlines, burnout and absenteeism—especially in rigid workplace cultures. But when properly supported, adults with ADHD often shine. “There are very real consequences to having ADHD when you don’t have the right supports,” says Wade. “But certain qualities—like high energy and entrepreneurial risk-taking—can be a superpower when understood, not kryptonite.”
The cost of untreated ADHD is high. CADDAC estimates $6 to $11 billion annually in lost productivity in Canada. Adults with ADHD also earn 16 per cent less on average than their peers. Stereotypes persist; for example, they’re disorganized, rebellious or always late. “If I’m late to a meeting, it’s probably because I was hyperfocused on another work task,” Wade explains. “Hyperfocus can be a benefit to the employer at times.”
Still, stigma keeps many from disclosing. “People will whisper to me after I’ve done a presentation about neurodivergence that they have ADHD,” says Wade. “Some regret telling their leaders because of how they’re perceived afterwards.”
MacDonald agrees: “Employers need to do better than have an open-door policy. People won’t come forward unless they know there’s compassion.”
5 key strategies for employers
1. Comprehensive coverage
Offer coverage not just for medication, but also for supports such as assessments, ongoing therapy and ADHD coaching. “For people who choose therapy, it’s not generally something that’s one-and-done—it’s an ongoing process,” says Wade.
Coverage for pharmacogenetic testing—to determine which medications will work best based on the person’s DNA—can significantly shorten the time to achieve positive outcomes. “Ryan tried three different drugs,” MacDonald says of her son. “This kind of testing could have saved months in trial and error.”
MacDonald also encourages plan sponsors to promote private programs such as Beyond ADHD, which offers assessments and care from a network of nurse practitioners across Canada. Employees can use their health spending account to help cover the costs—and one insurance carrier so far, Medavie Blue Cross, provides a discount off the initial assessment.
2. Inclusive workspaces
Provide tools such as noise-canceling headphones, whiteboards or screen readers. Normalize movement in meetings. “Someone needs to actually say during the meeting that it’s okay to get up and move. Whenever I get up, inevitably other people do too,” says Wade.
3. Flexibility and passion projects
Flexible hours, remote work options, and room for passion projects can prevent burnout and disengagement. “ADHD brains need something to play with,” says Wade. “Being stuck in a rigid box can be challenging.”
4. Psychological safety
Make accommodations easy to request, without employees needing to over-justify. Use buddy systems and break complex tasks into chunks. “Performance issues may be about fit, not ability,” says MacDonald. “Compassion changes everything.”
5. Management education
Leaders must understand how ADHD presents and how to respond supportively. “Employers say, ‘It’s none of our business,’” MacDonald says. “But if you want productive employees, you need to care.” Adds Wade: “ADHD has affected my career in both positive and negative ways. When I’ve worked with leaders who allow me to be in my strengths, I’ve thrived.”