How to weigh the benefits and risks of disclosing a disability to your employer

Whether you decide to tell your employer about a disability or a long-term health condition is a personal decision. In an ideal world, disclosing this kind of information should be easy – and enable you to access support and accommodations, should you need them. But in reality, it often carries the risk of bias and discrimination.

“I have had long-term mental health issues, autism and ADHD (attention deficit hyperactivity disorder),” says Claire Fisher, head of communications and engagement at Inclusion Barnet, an organisation for deaf and disabled people.

“When I tried to advocate for myself in a previous role, the board had no understanding or expertise in reasonable adjustments,” she explains. “Instead, they reacted by focusing on why I had not previously disclosed my disability. In fact, I had done so but they had failed to document it or provide any follow up support. At the time I’d not understood myself what should have happened.”

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Legally, nobody has to tell their employer they're disabled, have a health condition or that they are neurodivergent. But if you have an informed and supportive employer, telling them can give them the opportunity to provide support.

For many, though, deciding whether to tell an employer about a disability or condition involves weighing up the benefits and risks. So what should you take into consideration before deciding what is best for you – and how can you approach the conversation?

Consider your employer’s attitude

First, do your research on the organisation. “What do existing employees say, how do they talk about health, disability, long-term conditions?” says Fisher.

Have a look on the company’s website and social media accounts to see if there is any mention of inclusivity. You could also look at reviews left by current or former employees on sites like Glassdoor, which can provide an insight into an organisation’s culture.

Think about your needs

It can help to consider your wants, needs or requirements before disclosing personal information about yourself. For example, if workplace adjustments like working from home or an adapted desk are non-negotiables, telling your employer may be the right move. Equally, it may be important to you to be able to speak openly about yourself – which is a valid reason.

Consider the pros and cons

Some positives of disclosure include legal protections from discrimination, the chance to discuss health-related needs, support from management and access to accommodations.

“Often, a few simple adjustments can make a world of difference to both the employee and the employer – everyone wins,” says Fisher.

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Disclosing your disability or health condition can help you access support and adjustments in the workplace. ·ArLawKa AungTun via Getty Images

However, it’s common for a disability disclosure to lead to negative attitudes – both intentional and unintentional. Studies show that telling an employer can lead to accusations of ‘faking’ it, as well as stigmatisation and bullying. According to a 2025 survey by the TUC, half of disabled workers reported being bullied or harassed in the past year, with experiences ranging from exclusion from activities to verbal and physical threats.

“Employers may make assumptions about what you can and cannot do based on misinformed knowledge of your condition or impairment,” adds Fisher. “Awareness of others mistakenly feeling like they need to tread on egg shells around you or protect you from certain duties can be patronising.”

Know your legal rights

It’s essential to know your legal rights so that you can spot discrimination in the first place and decide if and how you want to address it.

“If an employee does not disclose a disability to their employer, it cannot generally be held that they discriminated against the employee because of it,” says Kate Palmer, employment services director at Peninsula. “If they were to bring a claim of disability discrimination, it would fail.”

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However, Palmer explains that if an employer could reasonably have known about a disability – for example, seeing an employee use a walking aid – they have “constructive knowledge” and can be liable for any unfair treatment.

“Employers have a legal duty to make reasonable adjustments for employees with a disability,” says Palmer. “Where this does not happen, the employee is entitled to make a claim to an employment tribunal. It’s important, therefore, for employers to discuss with their employees any adjustments that may help and, where these are reasonable, to make them.”

Choose the right time

Disclosing may help you access accommodations, but choosing the right time is important. Whether you talk about your condition in a job interview is your choice, but it can lead to discrimination.

“Employers should not ask job applicants any questions about their health or medical history until after a job offer has been made and accepted, except in specific circumstances permitted by the law,” says Palmer.

If a candidate discloses a medical condition after accepting a job offer, employers must ensure they make reasonable adjustments to remove any barriers to work caused by a disability.

Focus on your skills

If or when you do disclose, focus on your skills, experience and expertise – and how these align with the company’s goals and values.

“Be clear about what reasonable adjustments you need, if you know,” says Fisher. “It would be impossible for any employer, even if they had other staff with the same condition or impairment as you, to know exactly what you need to succeed in the role. You might not fully know yet yourself. If you can go in with possible solutions and an open mind to work together with your employer you can usually work something out.”

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Deciding whether to disclose a disability at work is rarely simple. It’s a balance between protecting your privacy and ensuring you have the support you need to thrive. By weighing the culture of your workplace, understanding your legal rights and thinking about your personal needs, you can make a choice that feels right for you.

Ultimately, the responsibility for creating inclusive workplaces lies with employers – but until that’s the norm, only you know what the right decision is.

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