Employee Just Disclosed ADHD During Their PIP - What Does HR Do Next

An employee is on a Performance Improvement Plan (PIP) and has just disclosed they have ADHD, autism, dyslexia or another neurodivergent condition. As an HR professional, you need to know: Is continuing the PIP disability discrimination? What are your legal obligations? When should you pause versus continue? This comprehensive guide gives you the framework HR needs. Download your free guide to supporting neurodivergent employees - silkhelix.co.uk/nd 📋 Key Topics Covered: ✅ Why neurodivergent employees disclose ADHD or autism during PIPs (masking collapse, role creep, new diagnosis) ✅ Your legal obligations under the Equality Act 2010 and duty to make reasonable adjustments ✅ How to assess if performance issues are disability-related or conduct/capability issues ✅ The 4 critical questions to answer before proceeding with any PIP ✅ When to pause a PIP vs. modify vs. continue ✅ Conducting proper Workplace Needs Assessments (WNA) for neurodivergent employees ✅ ADHD-specific reasonable adjustments that actually improve performance ✅ Autism, dyslexia and dyspraxia adjustments for workplace performance ✅ The "Fix the Environment First" framework for performance management ✅ How to document decisions defensibly and reduce discrimination claims ✅ Real-world case examples of successful interventions Timestamps 00:00 Introduction: Employee Disclosure During Performance Management 01:24 Understanding the Risks of Ignoring Neurodivergent Disclosure 05:32 Are Performance Issues Disability-Related? 06:41 Understanding Individual Barriers (Not Generic Solutions) 07:30 ADHD Trait Combinations: Why Each Person Is Different 08:07 Reasonable Adjustments vs Required Adjustments Explained 09:09 Should You Continue the PIP After Disclosure of neurodivergence? 10:11 What Is a Workplace Needs Assessment? 11:17 Implementing Adjustments: Step-by-Step Approach 11:58 When Dismissal Is Still Appropriate After Adjustments 12:50 Real Results: Improvements Before Report Completion [Disclaimer: This video provides general information and should not be considered legal advice. Consult a qualified legal professional for advice specific to your situation.] WORK WITH US, take a look at our website for full details of all our services and Book a FREE Consultation with Jenefer now: https://silkhelix.co.uk/free-consulta... Find all our DIGITAL COURSES - https://silkhelix.co.uk/digital-courses Read more: https://silkhelix.co.uk/ I founded Silk Helix because I believe HR is about more than policies, fire-fighting and tick-boxing. It’s also about leading people with confidence. I can help you… 👉 Build confident, effective people managers 👉 Create inclusive, high performing workplaces 👉 Protect the business from legal and compliance risks 👉 And lots more. My journey through neurodivergence (both personally and professionally) led me to specialise in neurodiversity at work. I’ve seen a huge rise in businesses needing support in this area, which is why I’ve trained as a Workplace Needs Assessor for ADHD & Dyslexia and started a PG Certificate in Neurodiversity. We can work together in a variety of ways, from light support packages, to virtual and in-person management training. I also offer digital courses and share lots of free, practical advice on my website as well as here on YouTube. Check out more of Jenefer’s content here: Silk Helix Knowledge Hub: https://silkhelix.co.uk/knowledge Silk Helix Blog: https://silkhelix.co.uk/blog Follow Jenefer on LinkedIn:   / jeneferlivings   Subscribe for more videos on neurodiversity, business leadership, people management and employment law.