NeuroMagic at Work
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ADHD Support and Training
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NeuroMagic at Work - ADHD Support and Training -
NeuroMagic at Work: ADHD Support and Training for Your Workplace
Some of your most capable people are running on empty.
Not because they lack talent, but because they are spending most of it just holding it together.
And the managers trying to support them often haven't been given much to go on.
I help UK employers change that, with practical, psychologically-informed ADHD support that fits whatever budget you've got.
The cost you're already paying, and can't see
Around one in seven of us is neurodivergent, and most adults with ADHD are undiagnosed or quietly masking their way through the day. You won't spot them by looking. They're often your sharpest thinkers, the ones who hyperfocus through a crisis nobody else will touch.
Then they go home with nothing left.
It rarely shows up as sick days, at least not at first. It shows up as presenteeism: people logged in, technically present, running on empty. As the brilliant hire who slowly goes quiet, then resigns eighteen months in, and nobody quite knows why. It's the most expensive thing on your books that never lands on an invoice.
Supported, these people make your teams better. Unsupported, they burn out and leave. And to be fair to your managers, most of them want to help, they've just never been shown how.
The business case, in real numbers
Poor mental health costs UK employers around £51 billion a year, according to this report; and the single biggest chunk of that is presenteeism (employees coming to work while physically, mentally, or emotionally unwell)at roughly £24 billion. That is the invisible cost you're already carrying.
Replacing an employee costs somewhere between 50% and 200% of their salary. Keeping the capable people you already have is the cheapest retention strategy there is. And being proactive means your organisation is leading the way towards a healthier workforce.
Studies estimate that staff with ADHD lose 20+ working days a year to presenteeism alone, yet every £1 spent supporting employees' mental health, employers get back around £4.70. Proactive support returns about £5.10, while waiting until someone has already deteriorated drops it to £3.40.
You're not deciding whether to spend money on this. You're already spending it. The only question is whether you spend it on support that pays you back, or on recruitment fees and lost knowledge once someone's gone.
Who This is For
You might be a Head of People who keeps seeing the same pattern and wants to get ahead of it. An EDI or wellbeing lead with a budget and a mandate. A police inspector or hospital ward manager with a team member you genuinely want to support and you want to get it wrong. Or a leader who has done the maths on what losing good people actually costs.
Support, 3 Ways
Tier 1 — ADHD Confident
For whole teams and the people who lead them.
ADHD awareness workshops: what ADHD actually looks like at work, not the clichés about hyperactive schoolboys. The masking, the rejection sensitivity, the executive-function tax nobody sees.
Line manager and leadership training: your managers make or break a neurodivergent employee's day. I give them practical tools and the confidence to use them, so "reasonable adjustments" stops being a phrase from a policy document and becomes something they actually know how to do and feel confident that it’s a positive step to organisational wellbeing.
Tier 2 — Cohort Support
For the ADHD and self-identifying employees themselves.
Small group coaching cohorts: structure, strategies, and the thing most workplace support forgets entirely, the relief of being in a room with people who get it. Practical and psychologically informed, run over a set number of weeks or as long as it’s keeping your staff happy, healthy and in work.
Tier 3 — Premium 1:1 Coaching
For highly-valued individual employees to reach their 110%
Premium 1:1 coaching and psychotherapy using the NeuroMagic Method and BWRT (BrainWorking Recursive Therapy, a recognised psychotherapeutic technique). This is the proper work, the work that gets underneath years of masking and exhaustion and rebuilds how someone shows up, at their desk and everywhere else.
How I work with you
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How I work with you *
Why NeuroMagic™
There are lots of ways organisations can receive training on neurodivergence, but none that deliver from both a place of lived experience across frontline services, and the psychological expertise that goes way beyond a PowerPoint presentation.
I was undiagnosed as a girl, the kind who was clearly bright and clearly struggling and got read as the problem rather than someone with a brain wired differently. I went on to work in psychiatric care, then as a frontline police officer, whilst spending the best part of a decade turning all of it into something rigorous: a BSc (Hons) in Psychology and Criminology, and an MSc in Psychology, Mental Health and Wellbeing. I am also EMCC accredited in Health and Wellbeing coaching, acting as a Champion coach across Greater Manchester Integrated Care Partnership.
The criminology and the policing aren't a footnote, they're years of watching, up close, what happens to people the system was never built to understand, those who slip through the net and who spend a lifetime being completely misunderstood.
So when I sit across from one of your employees who is capable, exhausted, and quietly convinced they're constantly doing something wrong, I'm not working from a textbook. I know exactly what that feels like, and I know what actually shifts it. That combination, the lived understanding and the psychology underpinning the method, is the bit you can't buy from a generic training provider.
Why Waiting Costs More Than Action
There's a real reason not to leave your staff to sort this out alone. ADHD coaching can be funded for individuals through the Access to Work scheme, but the current wait is running at anything from 6 - 18 months. That's unnecessary waiting for someone struggling while a form sits in a queue. As a supplier, I have noticed that average awarded grants have also significantly reduced, meaning employers are requested to contribute anyway as part of a cost-share agreement.
Company-funded support through a wellbeing or L&D budget is far faster, and far more proactive, which (back to that Deloitte figure) is exactly the spend that pays you back the most. You can act now, or you can wait and pay for it later in turnover. One of those is cheaper.
Let’s Work Together
Frequently Asked Questions
Still have questions? Take a look at the FAQ or reach out anytime. If you’re feeling ready, go ahead and apply.
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No. I work with staff who are diagnosed, waiting on assessment, or quietly self-identifying and not ready to say it out loud yet. A huge number of adults with ADHD are undiagnosed, women especially, so requiring a diagnosis would lock out the very people who most need support.
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Awareness is where most providers stop. It's Tier 1 here, the way in, not the whole offer. The difference is that I can take you all the way through to genuine 1:1 psychological work using the NeuroMagic Method and BWRT, so a company can do far more than raise awareness, it can actually change how a struggling employee's working life feels.
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Yes, and honestly it's one of the most cost-effective things you can do. A manager who understands ADHD changes the daily experience of everyone they line-manage, so the impact spreads well beyond a single coaching relationship.
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It depends on which tier, how many people, and over what period, so I price it to your situation rather than publishing a one-size number that fits nobody. Book a call and I'll give you a clear figure for what you actually need.
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Both, depending on what suits your teams and locations. We can talk through the practicalities on the call - I currently work UK-wide.
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It's the perfect time. Starting before you have a problem on your hands is the proactive spend that returns the most, and it's a lot easier to build good practice in than to retrofit it after you've lost someone.