Summary
Disability disclosure is when someone with a disability tells their employer or others about their disability. This is often done to get help at work. You don't always have to tell people about your disability. But if you need special help to do your job, you'll need to tell your manager or the Human Resources (HR) team.
When Should I Disclose My Disability? also appears on our Substack Newsletter, Making Work Accessible, as part of our Tough Topic Thursdays series.
What Does Disability Disclosure Mean?
Disability disclosure refers to the process of an individual with a disability informing their employer (or others) about their disability. This sometimes also includes the need for reasonable accommodations. This disclosure can be made verbally, in writing, or through a combination of both.
Disability disclosure is not always required. However, if an employee needs reasonable accommodations to perform their job duties, they may need to disclose their disability to their manager or HR team.
Here are some examples of what might constitute disability disclosure:
- A direct statement: The employee explicitly states that they have a disability or condition.
- A request for accommodation: The employee requests a specific accommodation, such as flexible work hours or assistive technology.
- An indirect indication: The employee’s performance or behavior may indirectly indicate a disability. For example, if an employee struggles with new tasks or tasks that they were previously able to perform, it could be a sign that they need accommodations.
When to Disclose a Disability?
If an employee needs reasonable accommodations to perform their job duties, they should disclose their disability to their employer or HR department. This will allow them to work together to identify and implement appropriate accommodations. If the disability affects work performance or requires accommodations, the disabled employee should disclose to their supervisor or manager to allow them to provide the necessary support and guidance. The employee may also choose to disclose a disability to coworkers if they feel comfortable doing so. This can help to build understanding and team cohesion, often improving communication.
Tough Answer: It Depends.
There is no one-size-fits-all answer when to disclose a disability, as it depends on an employee’s circumstances, comfort level, and the workplace culture.
If the disability is visible or obvious, the employee may need to disclose it sooner to ensure that colleagues understand any limitations or accommodations. Is the workplace inclusive and supportive of individuals with disabilities? If so, workers may feel more comfortable disclosing a disability. Comfort level with talking about their disability can also be a factor; some employees wait until they feel more confident and know their coworkers better.
Ultimately, the decision of when and to whom to disclose a disability is up to the worker. It’s important to choose the appropriate time and place, and to involve the right people.
Resources for Employees and Employers
- AskJAN: Disability Disclosure
- AskJAN: Do’s and Don’ts of Disclosure
- Harvard Business Review: How to Weigh the Risks of Disclosing a Disability
- New York Times: How to Disclose a Disability to Your Employer (and Whether You Should)
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In Summary
Disability disclosure is when someone with a disability tells their employer or others about their disability. This is often done to get help at work. You don't always have to tell people about your disability. But if you need special help to do your job, you'll need to tell your manager or the Human Resources (HR) team.
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