🚨 ADHD Tribunal Claims Up 750% Since 2020: What West Midlands Employers Need to Know

Employment tribunals are on the rise. In fact, Irwin Mitchell’s latest analysis shows a 750% increase in cases citing ADHD since 2020. And it’s not just ADHD. Tribunal claims referencing other neurodivergent conditions are climbing fast:

• Autism: up 93.6%

• Dyslexia: up 78.4%

• OCD: doubled

• Dyspraxia: up 175%

This isn’t a trend employers can dismiss. For West Midlands businesses — whether you’re running a GP practice in Worcestershire, a manufacturing firm in Birmingham, or a growing tech startup in Coventry — this is a wake-up call. Your people aren’t just resources; they’re the heartbeat of your business. When employees feel seen, heard, and valued, productivity and loyalty soar. Ignoring the human side of work doesn’t just risk disengagement, it risks your entire operation.

I’ve seen firsthand how businesses that put people first thrive, even in tough times. It’s about creating an environment where everyone can bring their whole selves to work, where challenges are met with understanding, and where support is real. This isn’t "soft" HR—it’s smart business.

Why are tribunal claims rising?

Three big shifts are driving this increase:

1. Awareness. People now understand that conditions like ADHD, autism, or dyslexia aren’t “quirks” — they are protected characteristics under the Equality Act.

2. Access to diagnosis. More adults are receiving formal diagnoses, giving them the language and confidence to seek adjustments at work.

3. Reduced stigma. Conversations around neurodiversity have moved mainstream. Employees are more willing to disclose and challenge discrimination.

In short: what was once dismissed as “the new bad back for a fit note” won’t wash anymore. Employees aren’t staying quiet. They’re going to tribunal — and winning.

What this means for West Midlands employers

Tribunals are stressful, expensive, and reputation-damaging. But they’re also preventable.

If you’re still treating HR like a tick-box exercise or a last-minute problem to fix, it’s time to change. Let’s focus on a more human approach that frees you from people problems and lets you get back to building your business with confidence and peace of mind.

The key is to move beyond box-ticking and build genuine, inclusive practices. That starts with asking yourself some hard questions:

• When an employee discloses a diagnosis, what’s my instinctive reaction?

• Do I fully understand what counts as a reasonable adjustment?

• Can I confidently tell the difference between performance concerns and unmet support needs?

• Would I be comfortable if an Employment Judge reviewed our policies tomorrow?

• Are my managers equipped to have these conversations — or do they push everything onto HR?

If you hesitate on any of these, your business may already be carrying hidden risk.

The Thrive. approach: law, leadership, and lived practice

Here’s where Thrive. is different. Many HR consultants will give you a policy template. Employment lawyers will outline the risks. But very few combine the trifecta of expertise that I bring:

• 🎓 Master of Laws in Employment Law: I know the legislation and how it plays out in tribunal.

• 👩‍💼 Operational HR Director experience: I’ve run HR in the NHS and private sector, managing real teams, real restructures, and real people issues.

• 🛠️ Practical consultancy: I don’t deal in fluff. I show you how to apply law and HR strategy in the reality of your business.

This blend means I don’t just tell you what the law says… I help you translate it into practical steps that keep you out of tribunal and unlock the potential of your team.

Why local expertise matters

If you’re based in the West Midlands, you don’t need generic advice pulled from a national HR helpline. You need someone who understands:

• The pressures facing GP practices and PCNs in Worcestershire and Herefordshire.

• The challenges of manufacturing firms across Birmingham, Coventry and the Black Country.

• The rapid growth pains of startups and SMEs in Solihull and Warwickshire.

Your risks are unique. So are the solutions.

Practical steps to take today

1. Audit your policies. Make sure “neurodiversity” is clearly referenced, not hidden under generic disability wording.

2. Train your managers. They need to know how to respond when adjustments are requested.

3. Review recruitment. Avoid processes that unintentionally screen out neurodivergent candidates.

4. Check your paperwork. Would it stand up to scrutiny in tribunal? If not, fix it now.

5. Shift the culture. Encourage open conversations. Make disclosure safe, not risky.

Final word

Tribunal claims are rising fast. Neurodiversity isn’t going away, and nor should it. In fact, if you get this right, neurodivergent employees can bring innovation, creativity, and focus that will skyrocket your business forward.

But if you get it wrong, you risk legal action, reputational damage, and losing great people.

👉 If you’re a West Midlands business owner, line manager, or GP practice lead and you’re not 100% confident in your neurodiversity approach, it’s time to act.

📩 Get in touch with me at Thrive. by Rosie Campbell and let’s make sure your policies, practices, and managers are fit for the workplace today and the tribunal judge tomorrow.