Is it a good idea to disclose your disability when applying to a new job?

47 Comments

1. AnonymousJune 5,2024 at 10:09PM UTC

   I’m not sure why you would need to unless you are going to be asking for reasonable accommodations. If you find after hire that something is needed, then your job accommodations based on your medical provider’s recommendations would come into play. It’s not necessary for you to provide this information nor is it legal from them to ask or assume any medical condition. You don’t need to consider hiding anything. It’s unnecessary to disclose unless you require accommodations .

2. AnonymousJune 5,2024 at 10:33PM UTC

   Don't disclose when applying. If you have specific reasonable accommodations that help you once you are hired, bring it up then. But if there's no specific request there, I wouldn't bring it up.

3. AnonymousJune 6,2024 at 1:37AM UTC

   Unless you need a special accommodation, I would not mention it. I have heard time and time again that when something is mentioned, they immediately get a rejection for roles they are a great fit for.

4. AnonymousJune 6,2024 at 1:56AM UTC

   If you don’t want to be treated differently or judged, what would you gain by disclosing this on a job application? You’ve said yourself this well managed. Help me understand, I feel like I’m missing something.

5. AnonymousJune 6,2024 at 12:42PM UTC

   I'm over 50 with ADHD managed with medication (and I've tried a variety, and sometimes went unmedicated). I definitely don't hide it. I use this and my position (HRM) to advocate and educate others. I've been in my current role for just over 2 years and find this is a place I thrive because it is so chaotic.

6. Cindy GloverJune 7,2024 at 12:52AM UTC

   I wouldn’t say a word - if you’re medicated (If needed) - you don’t have to say a word. Medical professionals treat these traits and if done properly, you shouldn’t feel like your quality of work could potentially be affected

   i too have ADHD, PTSD, MDD and that’s a start - but I got help and I take a boatload of medication and I do the very best I can. So much so, I’m considered successful and I’m sure most of the overhead staff would be suprised by my diagnosis.

   i don’t give a flip what anyone thinks / to me it’s a diagnosis- not a disability in the sense that it affects my work - if I had CP and my job was active - that is where problems arise

7. Kim RaperJune 7,2024 at 2:38PM UTC

   You do not have to reveal personal health related information unless it truly would disqualify you for the position. I would not reveal that information, it is not necessary.

8. EMILY KIKUE FRANKJune 7,2024 at 2:42PM UTC

   First, if it's the demographic question in the application, that info is not generally something everyone can see. It's a factor for HR, as many companies actively recruit (and sometimes get extra funding for) diverse workers. Ticking the box doesn't make anything public knowledge.

   Second, in the workplace itself, you only need to disclose if you need an accomodation, and then only to HR or a supervisor.

9. AnonymousJune 8,2024 at 3:07PM UTC

   This is a good point. I’ll add one caveat: As neurodivergent people, we may struggle with knowing when to ask for help. This has happened to me. I was drowning in a job by the time I started to open the conversation to discuss accommodations, and less than a week later, my contract was terminated. Regular FTEs have better protections (and, I would argue, better support from their supervisors), but regardless of the employment situation, I have become an advocate for disclosing early, simply for awareness.

10. AnonymousJune 12,2024 at 12:22AM UTC

    Thank you! That is absolutely true. Most work places are required to hire a certain amount of people that are disabled. Personally, I never would put that info on a job application, but I will go against the fact that it hurts you. On my interview when I first started my position with a Tech company, the manager who hired me told me about her anxiety and so I think it’s more about the company culture. It’s a good idea to wait until you’re hired but honestly most people working in companies have some sort of issue and they can call it disability or issue but I just don’t agree that it would cause any sort of discrimination. A lot of jobs are toxic in ways but I would not want to work out in a position where I can’t be my authentic self. If someone got fired for anxiety or anything else , I don’t know the whole story because if it’s managed, then there may be times that you just need a break like the rest of the free world but I just don’t see that as being such a severity where someone would discriminate because it’s so common. Also, most really good companies thrive on diversity, equity and inclusion and there are business resource groups that focus on those things so I would just take caution in joining a company where you can’t be your authentic self or where that is not welcome. I don’t mean running around acting out of sorts, but there is are many companies that embrace all types of differences and and people. We live in a different world but again I would wait until I felt the company culture out. I would not hesitate to leave if they were discriminatory because that means they could be discriminatory for any reason. I also will agree with documenting everything because then you’re covering your self.

11. AnonymousJune 7,2024 at 2:44PM UTC

    I feel this. I probably wouldn't disclose it on a job application. Why? Fair or unfair, it could raise a question in the hiring manager's mind as to whether you'll seek accommodations and how many. It's not fair, but they worry it may be a problem for their operations and bias is real.

    However, once you are hired, work there for a while and discover it's a place you want to stay, you might feel safe disclosing. Then, you can do what one other respondent mentioned here and advocate for others with similar disabilities.

    Does it seem shady and vaguely dishonest to me not to disclose up front? Uh, yeah. As someone who is a late-diagnosed autistic person, it "feels" dishonest as heck. It goes against my grain. Sadly, the reality is that you don't want to give them a chance to discriminate against you. Many applications have a "prefer not to disclose" option, and you might feel more honest choosing that. If you want the best chance at showing this employer what you really can do, I'd stay mum until you prove how awesome you are. Then you can stand on your reputation to advocate for others.

12. AnonymousJune 7,2024 at 3:15PM UTC

    Also - just an fyi - some medications (the simulants primarily) will show up in drug screens. I've seen this happen on more than one occasion. If the company uses a MRO with their drug screens, likely they (the company) will never know), but if the company is cheap or clueless, and they didn't realize they will need to assign an MRO when setting up a drug screen vendor, the screening company will report back to the employer that whatever drug has shown up on the drug screen.

13. AnonymousJune 7,2024 at 3:16PM UTC

    There is zero reason for disclosing ANY type of disability unless you need a physical or other type of accommodation. Don't do it as unless you know how you will be judged by the company for this it could affect your candidacy. I know this is terrible to hear but remember you are speaking to those who don't understand unless they have dealt with your specific situation and that audience will decide you could pose a problem for the company.

    Once you work at the company if you do need to disclose do so to only your manager and if need be your HR business partner and put it in writing to assure you will not be discriminated against in any way at your place of employment.

14. AnonymousJune 7,2024 at 7:40PM UTC

    I agree. Like many others on here don’t disclose anything because America isn’t fair to those that are different! I have multiple physical issues as well as multiple other issues one being ADHD, C-PTSD, and high functioning, high masking autism! Do you actually think anyone would even ever hire me for anything beyond a menial physical labor job with that going for me? On paper, I’m disabled and unemployable. Yet, I’ve managed to actually work and hold down jobs, some for years, in various industries! It is not my fault that life has given me crappy rotten lemons from the start! I’m not being condemned by any employer for not being adequate in their eyes. Keep your personal life and that includes health status to yourself as much as possible. Employers will look for a reason to not hire you or to let you go at any time. I know there’s the American Disability Act and lots of anti discrimination legislation and laws that were passed but they really are just paper formalities and are broken on the daily by businesses. Unless I work for myself 100 percent, I’m not ready for the world to know that much about me so it could deny me and crucify me some more! Best of luck to you and just keep it all on the downlow.

15. AnonymousJune 8,2024 at 12:08PM UTC

    I don't disclose. Also is it me or has the definition become broader from current conditions and now they ask if you have ever had.....

16. AnonymousJune 8,2024 at 12:44PM UTC

    There is an organization called Peak Perfomers and they help individuals with disabilities find jobs. I would contact them and find out what’s best for your situation.

17. Kathy DonnaldJune 8,2024 at 1:11PM UTC

    My experience. No, most times they will not even consider you!!

18. AnonymousJune 8,2024 at 1:11PM UTC

    I have learn through the years living with a disability is to not be ashamed and to educate myself on how to protect myself if my employer retaliate against me if I reveal my disabilities. At the end of the day your employer doesn't care about us anyway.

19. AyianJune 8,2024 at 1:19PM UTC

    If the position is one I want to keep long term, I disclose in the interview process and explain how that is a strength as well as some examples of accommodations that help me succeed in the role. Organizations that want to keep top talent have neurodivergent people on staff and accommodate them without strife. This is most commonly found in nonprofits and purpose driven companies.

    If you're just applying for a job to have a job, better to keep it to yourself and engage with HR for proper documentation from day 1 so that if they attempt to reprimand you for an accommodation or behavior, they were already aware and legal action is possible, if necessary.

    Document, document, document.

20. AnonymousJune 8,2024 at 1:32PM UTC

    Do you feel like your disability may have a significant impact on your ability to perform various functions of the role, and can identify a reasonable accommodation that is needed? If yes, then you may consider disclosing your disability during the interview process. You may also wait until you begin working in a new role to see if your disability is having an impact on your ability to perform certain functions and request reasonable accommodations. Personally, I waited to disclose until I felt that accommodations were necessary. I agree with others who suggest you should document everything! Also, The Job Accommodation Network is an incredibly valuable resource for both employees with disabilities and employers.

21. AnonymousJune 8,2024 at 1:45PM UTC

    I will say, no that you should keep it confidential. However, you do need to show documentation if it is needed to present it to your HR office.

    I lost a full time job last year for having anxiety, which is documented.

22. AnonymousJune 8,2024 at 2:17PM UTC

    I also have ADHD and I don’t disclose it on my applications, but rather wait to see if I get the job and what the atmosphere is like etc. to know whether it’s necessary and a good idea. Even though it’s illegal to not hire someone due to a disability it would be almost impossible to prove that that was the reason you weren’t hired.

23. AnonymousJune 8,2024 at 2:24PM UTC

    Most folks have suggested not to disclose...

    But what if, the condition suddenly starts to affect your performance, or you now need time for medical appointments?

    The question on applications now have a long list if example conditions... including "in the past" scenarios, so wouldn't it be considered LYING on your application (by ommission) if you don't disclose an existing condition on an application?

24. AnonymousJune 8,2024 at 3:21PM UTC

    It’s the sense of lying for me. My level 1 ASD makes it virtually impossible for me to check “No” on that demographic question, so in my mind, my only options are “Yes” or “Prefer Not to Answer”. You’re not disclosing the SPECIFIC disability, but I generally check “Yes” in case I decide I need accommodations during the hiring process, even though, as I understand it, the responses to those demographic questions are anonymized and aggregated, even to HR.

25. AnonymousJune 8,2024 at 2:49PM UTC

    First of all, congratulations! I have been working as a teacher for the last 20 years or so, and I have seen awful cases of ADHD in my classrooms. The decision to tell your new employer about your disability has 2 edges. The first , if you tel your new employer about your ADHD you have to tell only your booses because they will know if an emergency comes up and help you out. You have to tell them your situation. It is that you have control your disability great fully. The second edge not to tell anybody about your disability , you must be sure that you will control totally your syntoms and possibly behavior that indicate about your disability. This is a real test of you because of don’t showing any ADHD suspicions behavior is hard.

    good luck.

26. AnonymousJune 8,2024 at 3:39PM UTC

    I'm fully disabled, since 1998 and on SSD. It is never something I disclose. There is a cap to what one can earn in a month and I'm only able to do certain jobs. Even then, I'm not always able to work when I'm having a massive flare-up or hospitalized. Any mention of any health issue has always resulted in being either bullied, judged, fired or demoted. Always. And by the way, I'm aware that's illegal, but good luck fighting for your rights. You won't win. So, keep quiet and do what you're able.

27. misslynnieJune 8,2024 at 3:51PM UTC

    I always check the option of "prefer not to answer" on the job application. I do the same for veterans' status, race, etc.

    Once they offer the job and the job is accepted, I think it's ok to disclose if accommodations are needed or at any time after I begin working for the company if it appears that I will need a small, inexpensive accommodation.

    That's how I handle the situation. I hope this is helpful.

28. AnonymousJune 8,2024 at 3:56PM UTC

    Why on God’s green earth would do disclose your disability for the mere privilege of applying for a job? A job application is just that. You don’t even know if you’ll even get an interview so I wouldn’t go around disclosing anything unless or until after I was hired. Even then, you don’t have to unless you want to.

29. TCJDTVJune 10,2024 at 10:32AM UTC

    Ya know, not everyone is equally knowledgeable, or has the same level of experience in life. It’s why we utilize FGB.

    Why be so judgmental? There are kinder ways to respond to people with disabilities. You should try it some time.

30. AnonymousJune 11,2024 at 10:46PM UTC

    I had to re-read my comment, just to make sure I didn't say anything hurtful or disrespectful-which I did not. Just because I didn't sprinkle sugar on top doesn't make it any less helpful or true. I also don't see where I "judged" anyone.

    She asked for opinions, and I gave mine which is no worse than any other comments posted on here so what is your issue with my comment? Is it because it got 7 likes? Some of us are just real and being real doesn't mean being mean. If you ask me, YOU'RE the one being judgmental and unkind to me-or do you not see that?

    BTW, I happen to have a disability myself which is why I know what I'm talking about so please keep YOUR judgement and your opinions to yourself if you do not know what you're speaking of. Have a great day!

31. AnonymousJune 8,2024 at 4:33PM UTC

    Disclosing your disability on a job application, could work in your favor, because due to federal government mandates, employers have to hire a certain number of disabled employees, as well as meet affirmative action goals. There is also the option of saying I’d rather not answer on those applications because then it’s neutral but once you’re hired, then you can certainly discuss any accommodations with HR. If you are a high performer, then no one will hold having ADD, which basically half the country has, against you. Pretty sure of that because it’s discriminatory just like hostile workplaces, retaliation etc… Its not tolerated and they know that unless you’re working for a mom and pop shop. You also have outside agencies like OSHA and the EEOC etc. who will advocate up for you based on the ADA, but honestly I think disclosing a disability after you get a job to HR protects you more than hurts you because a company would tread more carefully when thinking of firing you, because they know that they could look as though they’re being discriminatory and possibly be sued or having to pay for damages as well as rehiring someone. It’s just easier to not go through all that for a company because they take a loss. They would have to have a really good reason to let you go and it’s not like you’re holding that over their head but it protects you against being discriminated against.

32. MrsDiane TorresJune 8,2024 at 6:45PM UTC

    Only disclose if you will require special equipment, software, etc to perform your job. Otherwise I don’t see a reason.

33. AnonymousJune 8,2024 at 6:56PM UTC

    Never disclose a disability before you are hired! Only disclose after hire if and when you require specific accommodation(s).

34. AnonymousJune 8,2024 at 7:00PM UTC

    If you can manage your disability and don't need accommodations I wouldn't disclose your disability.

    I have an invisible disability and I never disclose it.

35. AnonymousJune 9,2024 at 2:39AM UTC

    I would not. I have an invisible disability as well. I became sick and had to take leave from work. I had to disclose my disability to the HR person. I was lucky. She was trustworthy. However this is the advice she gave me , “ Be very careful about disclosing to anyone. An employee here was fired due to her invisible disability “. I know that is illegal but she did not fight it.

36. AnonymousJune 9,2024 at 1:00PM UTC

    I have an invisible disability. I would only disclose if I need reasonable accommodation. I recently took a trusted colleague into my confidence because I’ve changed working environment and was struggling. She gave me great advice on performing. I’ve just started a new job and her advice was against immediately disclosing and only to do so if I ran into performance issues.

37. Millie MardahayJune 9,2024 at 2:05PM UTC

    I don't think you should. ADHD is a protected disability with significant stipulations . it must be severe enough to restrict your daily life. if its controlled with medication then your employer may use it against you on the grounds that it may affect your job performance. mental disability is still hard to regulate as we simply don't know what causes it and how to treat it.

38. MichelleJune 9,2024 at 3:00PM UTC

    Nope!

    Do NOT disclose it!
    I too have it, as well as migraine headaches and ever since I started saying YES that I have a disability on applications, (because my career advisor gave me BAD advice and told me to,) I have heard 'crickets,' so I was told NOT to disclose it.
    So, for now on, I'm not going to be disclosing it, because I think my applications are being rejected because of it.

39. AnonymousJune 10,2024 at 9:47AM UTC

    I agree with this. While it is protected, we all know that employers can pretty much do as they want.

    If you disclose it, they don't have to say they didn't hire you because of your disability, they can say it was for something completely different.

    I've seen it time after time even after they are hired. An employee goes out on workers comp or short term disability. They come back and within a year they are on a PIP and out the door.

40. AnonymousJune 9,2024 at 3:02PM UTC

    If you still potentially display symptoms that obvious when you are under stress, it would help them to be aware of when and under what conditions it may flare up even on medication, and then they can make appropriate accommodations when you start to feel overwhelmed that will help you to be on a more level playing field. Also, depending on what field you work in, you might consider working for yourself, as many people (myself included) that have ADD/ADHD prefer to do so, as we can control our stress levels and other factors that can cause us to have flareups when we are under extreme stress despite being on medication or having gone through therapy to help us.

    Anytime any of us (those with conditions such as ADD/ADHD) go through any major life changes it can be very difficult on us, and other people in our lives that don't have these challenges need to continue to be supportive even if they can't understand our side of things, even when they don't agree with our decisions.

    It is your decision to make on whether or not you disclose or not, as only you know how they will treat you. However, when I used to work in a more traditional setting, I did disclose to my last employer and the results varied depending on who the senior managers were at the time, most were wonderfully supportive and when they were aware I was very stressed out they'd find other things for me to do that weren't directly related to my position but that would help lessen my stress levels and they always gave me a choice in what would help me. However, towards the end of my time with the same employer a few of the newer senior managers weren't as supportive, and days that I'd be very highly stressed and it was obvious that I was being affected by not just being ADD/ADHD but one of my various other mental health problems that I deal with daily that they told me that "I just needed to learn to leave my outside problems at the door when I came to work." which was totally not helpful for someone like myself, especially with my overall physical and mental health problems.

    I now work for myself and I'm the sole employee in my own business, and my clients love me, I control the whole process and I have 100% choice in who I take on for clients. So, for me it works quite well.

    Good luck in whatever you choose to do. Just remember it's your decision, and that there is no right or wrong answer. Just trust whatever your gut is telling you, as it's rarely wrong.

41. AnonymousJune 10,2024 at 12:22AM UTC

    I agree with with you. I did exhibit symptoms of anxiety when I had to attend some of the training sessions. Yet, I just admit that the training sessions that the company was holding was in a bad neighborhood, but not necessarily at company itself.

    There were shootings in the area just a few months later.Even with the doctors notes and the medical documentation, the HR manager refused to accept the FMLA documentation. The HR office said I didn't have any sick leave.

    He just said I was making it up and I wans't going to get paid my salary. It just seemed best to leave.

    Ironically, the HR manager quit the company shortly he gave me a hard time.

42. anonJune 11,2024 at 12:47AM UTC

    wow, if you are in the US anyway, you could definitely report that to various government agencies for discrimination or even sue. i wonder if he quit or was made to leave for similar behavior!

43. anonJune 9,2024 at 9:54PM UTC

    In my opinion, you should only disclose your disability at work if you need an accommodation. It's also your choice in the hiring process / actual employment when to disclose it. If you don't need any accommodation during the application process, then I would suggest not doing so, but it is your choice and right to, and they can't discriminate based on disability. If you don't need accommodation for the application but need it on the job, I'd suggest waiting until you get an offer or start working (but again it is your choice). Of course, if you happen to make close friends at work and feel comfortable telling them just because, that's also fine.

44. AnonymousJune 10,2024 at 2:49PM UTC

    Just don't do it . I know many people with ADHD who work successfully and I would never of known they had it unless they told me. No business disclosing this on a job application although many of them ask . No ones business except yours at all. Even if you are offered a job, I would think long and hard, because they can cancell the offer. If you have it under control with medication, keep this to yourself .

45. AnonymousJune 10,2024 at 3:46PM UTC

    Nooooooo. Do not disclose ADHD. There will literally never be resources and anyone that doesn't understand ADHD will ask for help on the absolute worst, most boring, feats of pointless tedium to "test" your ADHD, and your attitude. Just manage it, and the appearance of you having it. Better to keep it to yourself and work how you work and get things done how you get them done without constant criticism that will not apply to your process.

46. AnonymousJune 11,2024 at 1:25AM UTC

    If anything, the HR people or employees at your company may try to use the information about ADHD against you.

47. Sarah BordersJune 10,2024 at 6:45PM UTC

    I have been treated differently and judged. I have had my experience minimized because "everyone has a little ADHD". It is a struggle, but I have chosen, going forward, to disclose it and disclose it as soon as I can after being hired in a new role (if not to the recruiter during the hiring process, should I require accommodations). My ADHD is managed well, but I still have bad brain days and bouts of dysregulation and burnout. Medication can't fix everything, and I want my hypothetical boss to know what works best for me and how I may need support, so that I can be the best employee. I 100% understand why people don't want to disclose their diagnosis, but I also would like to point out that you can have a conversation with your boss about what you need to be successful in your role without once saying, "I have ADHD." If they push back on your request for reasonable accommodations, then you can consider sharing your diagnosis, though that puts you in the weird space of having to force compliance because it's the law, and for me, that would be an indicator that I should start looking for different opportunities elsewhere.