After multiple conversations with my manager about my ADHD, she has started making derogatory remarks about my short term memory, not 'finishing' tasks (I say that with quotations as I have been finishing all the tasks set for me, I just haven't done more than that) as well as making comments about my 'motivation'. I am confused about the next steps on how to handle this working relationship. Would anyone have any ideas about this?

In the US, this could easily be viewed as hostile work environment harassment based on your protected disability, and I would hope that an employee experiencing that would bring it to my attention, as I would be ripping your manager a new one.

Regardless of the disability the work needs to get done right and on time. Obviously the manager’s perception of the current state differs from OP. I would bet the manager is documenting the issues, unfinished tasks, and teaming up with HR to resolve the problem in a way that benefits the company.

Do you have a documented reasonable accommodation? If not, then check with the ADA website but in this scenario I think ADHD is essentially irrelevant and you need to follow the protocols and policies just like everyone else. And, the manager doesn’t need to make any special arrangements for you.

If I was you I would start looking for a new job.

You are absolutely right that this manager is unprofessional and creating what could be considered a hostile work environment. But OP must have a qualified disability to be protected under the ADA And s/he must work with the employer to obtain the accommodation. If she doesn’t have a qualified disability and or she hasn’t raised a request for an accommodation then that is where she should start.

But simply declaring you have ADHD doesn’t mean anything in the eyes of the law. Some people with qualified disabilities like myself with 20 years of medical documentation/evidence do not want an accommodation nor do they request an accommodation … and the employer can’t force an accommodation on them. There’s tons of case law on this.

Regardless, would you want to work for a manager like this? I stand by my original statement that the OP should start looking for a new job with a healthier environment.

You are protected in a a the UK, ADHD is legally recognized as a disability under the Equality Act 2010 if it has a long-term, substantial impact on daily life. This grants you protection from discrimination and gives you the legal right to request reasonable adjustments to help you thrive at work.Navigating your workplace rights involves several key legal protections and support systems:1. Your Core RightsProtection Against Discrimination: It is illegal for employers to treat you less favorably, rescind a job offer, deny promotions, or dismiss you due to your ADHD.The Duty to Make Adjustments: Employers have a legal obligation to make "reasonable" adjustments once they are aware of your condition to ensure you are not substantially disadvantaged.Diagnosis Not Required: You do not necessarily need a formal diagnosis to be legally protected or to ask for support; protection is based on how the condition affects your day-to-day work.

Do you have a formal, medically diagnosed - by an actual doctor - form of ADHD, and are you doing anything to treat it? That's an important part of this equation, missing from your anecdote.

Tell you don’t like her comments and if she does not stop you will go above her head

Be sure to keep good records of every incident, dates, times, witnesses, what was said etc. you will need the documentation when you escalate this to HR or if it continues and you need it for a lawyer consultation…she could be setting you up to give you an unsatisfactory performance review and try to have you eventually terminated…don’t wait til it’s too late and your only option is a lawyer..

I think there are two separate questions here.

If your manager is making derogatory comments because you disclosed ADHD, that’s not acceptable and should be documented.

However, it’s also possible there are genuine concerns about workload, priorities, deadlines or communication that need addressing independently of the diagnosis.

I’d start keeping detailed notes of:
• Tasks assigned
• Tasks completed
• Feedback received
• Specific comments made by your manager

The more objective evidence you have, the easier it becomes to separate “there is a performance issue” from “there is a perception issue”.

One thing I’ve learned is that many knowledge workers feel busy all day but struggle to explain where the time went. Tracking tasks, meetings, interruptions and project work can be incredibly helpful, not as surveillance, but as evidence.

If you’re completing your work and can demonstrate where your time is going, that gives you a much stronger position in any conversation with your manager or HR.

As someone with ADHD myself, I ended up building a simple app to help me understand where my attention was actually going during the day. It turned out that some things I thought were taking hours were taking minutes, and some things, especially meetings, were consuming far more time than I realised.

Focus on facts, documentation and outcomes. The strongest position is being able to clearly show what was asked of you, what you delivered, and where your time was spent.

Happy to share the app if it’s useful. Just DM me.