Why I think that the "ADHD Sauna" Ruling Is a Landmark Moment for Neurodivergent People's Rights in the UK

Tl;dr - The ADHD Sauna case is important as it highlights the great need for understanding and education on Neurodiversity in organisations to ensure that Neurodivergent people can thrive!

In a quietly powerful legal decision, a UK woman with ADHD has won her case after being disciplined for sleeping in a sauna during a workplace team-building trip. The ruling, reported by The Guardian on 21 August 2025, may seem quirky on the surface—but its implications are anything but trivial.

This case shines a spotlight on the urgent need for workplaces to better understand and accommodate neurodivergent conditions like ADHD and autism. It also reinforces the legal protections afforded under the Equality Act 2010, which prohibits discrimination against individuals with disabilities—including many forms of neurodivergence.

Shannon Burns argued the company had not done enough to support her with her ADHD. Photograph: Georgia Bates/Solent News & Photo Agency/Solent News

ADHD Isn’t Just About Attention

ADHD is often misunderstood as simply a matter of distraction or hyperactivity. But it also very commonly affects sleep regulation, sensory processing, and emotional regulation. These all fall under the heading of "Executive Functions". In this case, the woman explained that she had retreated to the sauna to decompress and later fell asleep—a behaviour that may seem unusual to neurotypical colleagues but is not at all uncommon among those with ADHD.

Rather than responding with empathy or inquiry, her employer chose to discipline her. The court’s decision to side with the employee sends a clear message: neurodivergent behaviours must be interpreted through the lens of disability rights, not workplace misconduct.

The Equality Act 2010: A Shield for Neurodivergent Employees

Under the Equality Act 2010, employers have a legal duty to make “reasonable adjustments” for employees with disabilities. Neurodivergent conditions, such as ADHD, Autism and Dyslexia are increasingly recognised as disabilities under this law, especially when they substantially impact day-to-day functioning.

This ruling reinforces that:

• Employers must seek understanding before judgment.

• Disciplinary action based on neurodivergent traits may constitute disability discrimination.

• Neurodivergent individuals have the right to reasonable accommodations, even in informal settings like team-building retreats.

  
  

A Wake-Up Call for Workplace Culture

This case is more than a legal win—it’s a cultural wake-up call. Too often, neurodivergent employees are penalised for behaviours that stem from their condition rather than any intent to disrupt or disengage. Whether it’s needing quiet spaces, flexible schedules, or unconventional coping strategies, these needs must be met with curiosity and compassion, not punishment.

For employers, this means investing in neurodiversity training, revisiting HR policies, and fostering inclusive environments where difference is not just tolerated—but respected!

My Final Thoughts

This case may be unusual, but the principle it upholds is universal: neurodivergent people deserve dignity, understanding, and legal protection. As awareness grows, so too must our commitment to equity—not just in policy, but in practice.

Whilst this ruling is important and a step forward, let's work together with the ND Community, to educate and increase understanding, to ensure it’s not the last!

You can buy read the full Guardian article here: https://www.theguardian.com/uk-news/2025/aug/21/woman-with-adhd-who-slept-in-sauna-on-team-building-trip-wins-uk-case Also, see a concise article from HR Magazine which highlights need for neurodiversity training in organisations:

https://www.hrmagazine.co.uk/content/news/adhd-tribunal-claim-win-highlights-need-for-neurodiversity-training