Job Functions to List on FMLA Form for Employee with ADHD
When completing an FMLA form for an employee with ADHD, you should list specific job functions that are impaired by executive function deficits, particularly those related to self-management of time and self-organization/problem-solving.
ADHD is recognized as a chronic condition that can significantly impact workplace functioning and should be managed according to principles similar to those used for other chronic conditions 1. When documenting job functions on an FMLA form, focus on the following areas:
Executive Function Impairments
- Time Management Difficulties: Include challenges with meeting deadlines, estimating time needed for tasks, and prioritizing work appropriately 2
- Organizational Deficits: Document problems with maintaining an organized workspace, tracking multiple projects, and following through on tasks 3
- Attention Regulation: Note difficulties sustaining focus during meetings, completing detailed work, or managing distractions in the workplace 4
- Task Completion: Highlight challenges with following through on assignments, completing multi-step projects, and maintaining consistent productivity 2
Workplace Behavioral Challenges
- Impulse Control: Document difficulties with interrupting others, making hasty decisions, or responding inappropriately in professional settings 5
- Working Memory Issues: Include problems remembering verbal instructions, keeping track of details, or maintaining awareness of ongoing responsibilities 6
- Cognitive Flexibility: Note challenges with adapting to changes in work routines, transitioning between tasks, or handling unexpected situations 2
Social and Communication Impacts
- Interpersonal Interactions: Document difficulties with professional communication, maintaining appropriate workplace relationships, or managing conflict 5
- Self-Regulation: Include challenges with emotional regulation during stressful situations, maintaining professional demeanor, or handling criticism 6
Physical Manifestations
- Restlessness/Hyperactivity: Note physical manifestations such as difficulty remaining seated during meetings, fidgeting that interferes with work, or excessive movement that disrupts the workplace 4
- Fatigue: Document increased physical fatigue resulting from the cognitive demands of compensating for ADHD symptoms in the workplace 2
Important Considerations
- Be specific about how each functional limitation directly impacts essential job duties rather than listing general ADHD symptoms 3
- Focus on documenting the connection between ADHD-related executive function deficits and specific job requirements 2
- Include information about how these limitations affect the employee's ability to perform consistently over time, not just on isolated occasions 5
- Document both cognitive weariness and physical fatigue that result from the extra effort required to compensate for ADHD symptoms 2
Remember that ADHD is recognized as a condition that can qualify for workplace accommodations, and proper documentation on FMLA forms is essential for protecting both the employee and employer 3, 5.