Supporting employees through ADHD meltdowns: before, during and after

The content and resources provided in this newsletter are for informational purposes only and should not be considered medical or legal advice. We hope this information can set you on a pathway to learning more about neurodiversity in the workplace. To ensure the highest quality content for our readers, all our articles are co-edited by Jane McColl, Senior People Manager at CareScribe. Happy reading!

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Most of us didn’t go through management training modules on “what to do when an employee suddenly cries in a meeting” or “how to respond when someone shuts down mid-project.”

So when an employee has a sudden outburst of emotion at work, it can feel unsettling - not just for you as a manager or HR professional, but also for the employee experiencing it.

For some people with ADHD, those moments of overwhelm show up as what’s often called an ADHD meltdown. One thing to know about ADHD meltdowns is that they’re not tantrums or attention-seeking behaviour. They’re a neurological response to overload. And how you respond can make the difference between an employee feeling supported… or feeling ashamed.

In this edition, you will find practical advice on what to do before, during, and after an ADHD meltdown, and how you can move the needle towards an inclusive culture in your workplace.

Key takeaways for HR and managers

🧠 ADHD meltdowns are neurological responses to overwhelm, not misbehaviour.

🍃 In the moment, the best support is privacy, calm communication, and space to reset.

✨ Long-term prevention relies on clear expectations, sensory-friendly environments, and open dialogue.

💡 Proactive strategies and supportive responses matter but the real shift comes from culture. Don’t know where to start? Grab our Inclusive Workplaces Playbook to gain access to proven strategies from AXA UK, Not On The High Street, and leading inclusion experts.

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First things first: what’s really happening?

Before we dive into the action plan, it’s helpful to understand what’s happening beneath the surface. CHADD, a leading ADHD organisation, describes this with the “Volcano Model.” It’s a helpful way to picture what’s going on:

• At the base of the volcano: ADHD traits like emotional dysregulation, impulsivity, and executive function challenges.
• As pressure builds: triggers pile on, maybe too much noise, a sudden schedule change, or a misunderstanding with a colleague.
• The eruption: the brain can’t process any more, and the person may cry, shout, withdraw, or look completely overwhelmed.

Imagine the brain is like a computer running 47 tabs, three of which are playing videos, and someone just asked you to download a massive file. Eventually, the system crashes. That's essentially what happens during an ADHD meltdown.

We unfortunately often see many managers mistake these moments for "unprofessional behaviour" or "attitude problems." The reality is that your employee hit their capacity and they need a moment to reset.

How an ADHD meltdown might look at work:

• Sudden emotional outbursts (and yes, crying at work happens)
• Physical tension or complete withdrawal
• Communication that seems scattered or intense
• Someone who looks completely overwhelmed

So what should managers and HR actually do?

We’ve created a framework you can lean on, giving you clear strategies for supporting employees before, during, and after an ADHD meltdown.

Before a meltdown: prevention is cultural

Meltdowns often happen when people feel out of control, but you can reduce that risk by building clarity and predictability into daily work.

What to do:

• Set clear expectations: make deadlines, agendas, and responsibilities visible. Minimise last-minute surprises when you can. If a change is unavoidable, communicate it early.
• Hold brief, regular check-ins with employees to discuss workload, challenges, and support needs. Make it clear that workplace adjustments aren't a special favour but a standard part of creating an accessible workplace and encourage your employees to ask for adjustments.
• Provide and encourage the use of tools like shared digital calendars or task management software which can help your neurodivergent employees track their workload and upcoming deadlines.
• Pay attention to the sensory environment: offer quiet spaces, natural lighting, or encourage noise-cancelling headphones.
• Educate your team on terms like neurodivergence, neurotypical, and emotional dysregulation. Here’s a practical guide to help your team use inclusive language.

During a meltdown: respond with calm

If someone is visibly overwhelmed, your job isn’t to fix everything in the moment. It’s to make them feel safe.

What to do:

• Offer privacy and move to a quieter space if possible.
• Your calm demeanour can help de-escalate the situation. Avoid reacting with your own frustration or anger.
• Avoid long-winded explanations and acknowledge their distress without judgment.
• Sometimes, a simple, low-stakes task can help redirect focus: like suggesting a glass of water, a short walk, or just some time away to help them reset.

After a meltdown: repair and rebuild

When the moment has passed, circle back with empathy. Focus on moving forward and providing support, rather than dwelling on what happened.

• Have a private, supportive conversation once they’re ready. Reiterate that you're here to support them and that their well-being is a priority.
• Ask gently about triggers, and explore what adjustments might help next time. Suggest additional accommodations, such as flexible working hours, a different work location, or a reduction in certain tasks.
• Point them to internal or external support resources, such as an Employee Assistance Program (EAP) or mental health services. If you have an Employee Resource Group (ERG) for neurodivergent employees, let them know it’s available.
• And finally, use the moment as a learning opportunity to strengthen your workplace supports!

The bigger picture: creating an inclusive culture

Yes, proactive strategies help. Yes, supportive responses matter. But the real shift comes from culture.

If your culture punishes mistakes, glorifies overwork, or treats emotional responses as weakness, meltdowns will be seen as failures instead of opportunities for support.

Inclusive cultures:

• Normalise talking about neurodiversity and mental health.
• Encourage leaders to show empathy, not just efficiency.
• Celebrate ADHD strengths like creativity, problem-solving, and energy.

That’s how you move from “dealing with meltdowns” to building a workplace where neurodivergent employees can genuinely thrive.

Don’t know where to start? Grab our ✨ free ✨ guide!

We recently launched a brand new guide: Inclusive Workplaces Playbook and it’s quickly become one of our most popular resources, with over 100 downloads already!

In this guide, you will find proven strategies from AXA UK, Not On The High Street, and leading inclusion experts - compiled to help you build more neuroinclusive and equitable workplaces.

🚀 The best part? It’s free! [Grab your copy here]

CareScribe is on a mission to make the world more accessible. We build assistive technology which levels the playing field for people with disabilities and enables users to be more independent in their studies and at work. Our small but mighty team builds software that thousands of people love: lightning-fast dictation software, TalkType, and our live-captioning and note-taking product, Caption.Ed. Explore how CareScribe can help you create a more inclusive workplace.