Disclosing Your Disability: A Job Seeker Guide

The Disclosure Decision

Deciding whether to disclose a disability is deeply personal. There is no right or wrong answer—only what is right for you.

Legal Protections

You Are Protected From

• Being asked disability-related questions before a job offer (US: ADA; UK: section 60 of the Equality Act restricts pre-offer health questions, with limited exceptions such as asking what adjustments you need for the recruitment process)
• Discrimination based on disability
• Retaliation for requesting accommodations (in the US, requesting a disability accommodation is protected activity)

You Are NOT Required To

• Disclose during the application process
• Reveal your specific diagnosis
• Explain your medical history

When to Consider Disclosing

During Application

Consider if:

• You need accommodations for the application process
• The employer actively recruits people with disabilities
• Your disability explains resume gaps positively

During Interview

Consider if:

• You need accommodations for the interview
• Your disability is apparent
• You want to assess employer attitudes

After Job Offer

This is often the optimal time because:

• You have been selected on merit
• The employer has already decided you are the right person for the role
• You can negotiate accommodations

How to Disclose

Keep It Professional

Focus on:

1. The accommodation you need
2. How it helps you perform the job
3. Your qualifications and commitment

What NOT to Say

• Detailed medical history
• Emotional appeals
• Apologies for having a disability

Resources by Country

• US: ADA, EEOC
• UK: Equality Act, ACAS
• Canada: Human Rights Commissions
• Australia: Fair Work, AHRC