Frequently asked questions:
Paying for ADHD Coaching

What is the cost for ADHD Coaching?

I offer Monthly Coaching Plans, which provide you with a certain number of sessions each month, auto-charging monthly.

Monthly Coaching Plan Sessions and Rates:

  • 4 Sessions / Month: $675/Month

  • 3 Sessions / Month: $550/Month

  • 2 Sessions / Month: $390/Month

Coaching plans work very well for clients with ADHD, because regular sessions provide consistency and structure, help you gain traction quickly, and keep up your momentum and motivation (making you more likely to take action and follow through on the progress you want to make!) As a bonus, they simplify the payment and scheduling processes so there’s less less stress on the executive function load (easing working memory, time management and planning!)

Need more sessions occasionally but not every month? No problem! Additional sessions are available on a pay-as-you-go basis at the standard rate of $200 per session.

Is ADHD Coaching Covered by Insurance?

ADHD coaching is usually not covered by insurance, but it may be worth reaching out to your insurance company to confirm. You could contact your plan administrator, speak with your doctor and review your policy in order to find out if this would be an option for you. If your plan does cover ADHD Coaching, and your doctor indicated it was a medical necessity, you would need to work with your insurance company to confirm how to submit for reimbursement. As a coach, I don’t accept insurance or bill to insurance on clients’ behalf.

Could my other benefits help cover the cost of coaching?

Possibly! Some clients have had their coaching costs supplemented or covered by their employers, or benefits programs they have access to through their jobs. Depending on your plan and its policies, you may be able to use a Flexible Spending Account (FSA) or Health Savings Account (HSA) to pay for coaching. You may also have an Employee Assistance Program (EAP), health and wellness benefits or employee professional development funds that may help cover the cost.

You’ll need to contact your plan administrator (for FSA and HSA), your HR or benefits administrator (for EAP and wellness benefits), and/or (if you’re comfortable disclosing) your supervisor (for professional development funds) to find out what’s available to you and if there are any requirements or processes to be aware of. While coverage differs from plan to plan and employer to employer, a little legwork to find out about your benefits may be worth your time!