ADHD in adults has been associated with significant difficulties in workplace performance and adjustment and one’s occupational career. Some research exists on these difficulties (Barkley, Murphy, & Fischer, 2008; Kupper, Haavik, Drexler, Ramos-Quiroga, Wermelskirchen, Prutz, & Schauble, 2012; Shifrin, Proctor, & Prevatt, 2010). Adults newly diagnosed with ADHD report having poorer quality of work performance, having had more jobs in which they had difficulties with their symptoms in the workplace, leading to more jobs in which they difficulties getting along with others (32% of jobs held since high school) and with behavioral problems more generally (45% of jobs). They also report having been fired from more jobs (17% of jobs) and having quit a job out of boredom (33% of jobs), and with earning a lower annual salary than control groups (Barkley et al., 2008). A recent review of the literature on occupational health and ADHD also found higher rates of workplace accidents and injuries (Kupper et al., 2012) and lower rates of employment (Halmoy, Fasmer, Gillberg, & Haavik, 2009). Thus, it is clear that ADHD in adults has an adverse impact on workplace performance and occupational success. However, few publications have dealt with what employers can do to assist adults with ADHD with being more effective and productive in the workplace. In September 2012, I was contacted by Victor Lipman, a retired executive from MassMutual Financial Group who writes an online column for forbes.com (http://blogs.forbes.com/victorlipman/). He was interested in preparing an article for the website on the topic of what employers can do to better manage employees with ADHD. I suggested the following highlights of information about which employers should be aware. ADHD is more than a disorder of attention, but includes the brain’s executive system that grants us our powers of self-regulation, over time, toward goals. Following are my opinions of what this means for an employer’s management of ADHD in the workplace: