By Jessica Brauer, Benefits & Employment Specialist
Deciding whether to tell an employer about your disability can be a big decision, but understanding your options can make it easier. A simple rule is this:
If your disability does not affect your ability to do your job, you don’t have to disclose it. However, if you need a workplace accommodation to do your job, you do need to disclose your disability.
The choice to disclose is always yours. Before deciding, take time to understand your job tasks and consider what support you may need to succeed. You can choose to disclose if you need an accommodation at any point during the application process, job interview, or to take an assessment. You can choose to disclose upon job offer, or at any point on the job, if you need a reasonable accommodation to perform the essential functions of the job.
This article will help you understand when and how to disclose your disability, explain your rights, and offer practical tips for requesting accommodations with confidence.
Think about the Pros and Cons
Before deciding to disclose, think about the pros and cons. Some benefits of disclosing include:
- Accessing accommodations to help you do your job.
- Explaining any challenges that might affect your work and exploring how to overcome barriers.
It is against the law for an employer to discriminate based on disability. Sadly, societal stigma about disabilities still exists, and some people may face bias. Take time to think about what’s best for your situation and how you can succeed in the job.
Remember, you are not required to share your specific diagnosis. You can keep your disclosure simple and focus on your needs.
When Can You Disclose Your Disability?
You can disclose your disability at any time during the employment process, including:
- When applying for a job.
- During a job interview or testing process.
- After receiving a job offer.
- While working, if you need an accommodation or if your job duties change.
It’s important to know that under the Americans with Disabilities Act (ADA), employers are not allowed to ask disability-related questions until after they offer you a job. Even then, they must ask the same questions of all employees - not just you.
An employer might ask about your disability only in specific situations, such as:
- If you request an accommodation.
- If you are having performance issues related to a known medical condition.
Examples of Disability Disclosure
Here are two examples to help you understand what disclosure might look like:
- ADHD: You might say, “I have ADHD and may need more frequent breaks to manage my symptoms.” You can decide how much detail to share.
- Physical Disability: You might tell your employer, “I need an adjustable workstation and an automatic door opener to access the building.”
What is the Disclosure Process?
If you decide to disclose your disability, you may need to:
- State you are an individual with a disability, and you require an accommodation under the ADA.
- Explain your accommodation request. What job tasks may you struggle with? Include your suggestions for a reasonable accommodation.
- Provide medical documentation, if required.
- Work with your employer to find an effective accommodation. Your employer does not have to provide the specific accommodation you request; they are required to provide you with an effective accommodation. If your employer won’t provide the specific accommodation you’re requesting, they should engage with you in the interactive process to identify an alternative effective accommodation.
Remember, your employer is legally required to provide reasonable accommodations that help you perform your job unless it causes undue hardship.
Helpful Resources
Advocating for yourself is an important part of disclosure. The more you know, the better prepared you will be to make decisions around disclosure. Here are a few resources to continue learning:
Related Resources
