Author: April Ogden, Founder and CEO, It’s Your Outcome

Did you know that over 60% of employees hesitate to disclose their disability to HR, fearing stigma or career setbacks? If you’ve ever felt this way, you’re not alone. Please note that the decisions around disclosing your disability are deeply personal, and what works best for one individual may not be the right choice for another. This article is meant to provide general guidance and considerations to help you make an informed decision. I encourage you to consult with your HR team or a trusted advisor to explore what is best for your unique situation. Disclosing a disability might feel daunting, but it’s also an empowering step toward getting the support you deserve and need to succeed in your role.

Deciding whether to disclose your disability at work is a deeply personal choice. It’s normal to feel uncertain or worried about how it might affect your career. But with the right preparation and knowledge, you can feel confident in taking this important step. Let’s walk through how you can navigate this conversation with HR to ensure you get the accommodations you deserve.

Know Your Legal Rights Before Disclosing a Disability

Before disclosing your disability, it’s important to know that legal protections are in place to support you. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations once you disclose your condition. These accommodations can help you do your job effectively and might include:

1. Flexible work hours to manage medical appointments or energy levels

2. Assistive technology, such as speech-to-text software or ergonomic equipment

3. Modifications to your workspace, such as standing desks or adjustable lighting

4. And much more

Most importantly, the ADA protects you from retaliation. Your employer cannot penalize or fire you for disclosing a disability—whether it’s a physical condition like a mobility impairment or a mental health issue such as anxiety or depression. These laws ensure you can work in an environment that supports your abilities, not limits them.

According to the Equal Employment Opportunity Commission (EEOC), over 80% of reasonable accommodations cost employers nothing or very little. Yet, many employees hesitate to request them, thinking they are asking for too much. Knowing that your right to a fair, accessible workplace is protected by law can give you the confidence to approach HR and advocate for yourself without fear.

Understanding your legal rights is the first step toward securing the accommodations you need. Armed with this knowledge, you can confidently start the conversation with HR.

How to Approach HR and Request Accommodations

When you’re ready to disclose your disability to HR, preparation is key. This isn’t just about listing your challenges—it’s about framing the conversation around how accommodations will help you perform your best and contribute effectively to the company.

Start by considering these questions:

1. What specific adjustments would help you in your day-to-day work? Whether it’s a flexible schedule, remote work options, or mental health days, define exactly what you need.

2. How will these accommodations improve your performance? Make the case for how the adjustments will not only support your well-being but also make you more productive and effective in your role.

Example:

John, a project manager managing anxiety and depression, struggled to meet deadlines due to his fluctuating mental health. After months of feeling overwhelmed, he finally reached out to HR to request accommodations. Together, they created a flexible work schedule, allowing John to adjust his hours when needed. The result? His productivity and job satisfaction soared.

Steps to Take

1. Clarify your needs: Write down the specific accommodations that will help you excel in your job. This could be anything from reduced hours during flare-ups to assistive technology that helps you perform tasks more easily.

2. Prepare your case: Explain how these accommodations will benefit both you and the company. Be ready to show how they will improve your work performance, not just your comfort.

3. Follow up: After your conversation, keep a written record of your requests and check in with HR on the progress of your accommodations. Document each step to ensure nothing falls through the cracks.

According to the 2023 Job Accommodation Network (JAN) study, more than 56% of employees who received accommodations reported improved productivity. Remember, accommodations are not just for you—they can positively impact your team and the overall success of your company.

What to Do If You Face Discrimination After Disclosure

Unfortunately, even with legal protections, discrimination can still happen. If you experience unfair treatment after disclosing your disability, it’s important to know how to protect yourself and address the situation.

1. Document everything: Keep a record of every instance of discrimination. Make sure to include dates, the individuals involved, and a detailed description of the incident. This documentation will be crucial if the situation escalates.

2. Report to HR: After gathering evidence, present it to HR and file a formal complaint. HR is required by law to investigate your claim and take corrective action if needed.

3. Escalate if necessary: If HR doesn’t resolve the issue, you can file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC will investigate, and if your rights have been violated, they can pursue legal action on your behalf.

According to EEOC data, retaliation is the most common form of discrimination faced by employees with disabilities. Stay vigilant, document all interactions, and know that legal avenues exist to protect you if HR does not take appropriate action.

Remember, you’re not just advocating for yourself—you’re helping to create a more inclusive workplace for future employees as well.

Will HR Keep Your Disclosure Confidential?

Confidentiality is often a concern for employees disclosing disabilities, and rightfully so. By law, HR is required to keep your personal information confidential. This means your disability details should only be shared with those involved in arranging your accommodations—such as your direct supervisor or facilities management.

Before you disclose, it’s a good idea to ask HR about their confidentiality policies. Request written confirmation of how your information will be handled, so you can have peace of mind knowing your privacy is protected.

Some employees prefer to bring their own advocate, such as a legal representative or an ally from within the company, to these meetings to ensure their rights are fully respected.

Accommodations Take Time—Here’s What to Expect

After you submit your request for accommodations, HR might need time to review your needs and determine the best way to implement the changes. This process could involve consulting with your manager, securing funding for equipment, or reviewing company policies.

Here’s what to expect

1. Consultation: HR might need to consult with your direct supervisor or the facilities team to assess how the accommodations can be integrated into your current role.

2. Assessment of feasibility: If your accommodation requires purchasing new equipment or modifying the workspace, HR might need to secure approval or budget for those resources.

3. Follow-up timeline: It’s okay to ask HR for a timeline on when you can expect the accommodations to be in place. If there are delays, keep the lines of communication open and continue to advocate for timely solutions.

Accommodations often involve multiple departments, so follow up regularly to ensure the process stays on track. Keep records of every conversation and check-in.

Taking the step to disclose your disability isn’t just about getting accommodations—it’s about advocating for your right to succeed on your own terms. By having this conversation with HR, you’re not only improving your work environment but also paving the way for others who may face similar challenges. Trust yourself, know your rights, and embrace the support that will help you excel.

Next Steps

Ultimately, how you choose to disclose your disability and seek accommodations is entirely up to you. This article is meant to offer insights, but I recommend working closely with your HR team to ensure you receive the support that aligns with your personal and professional needs.

P.S.: Stay tuned for our upcoming blog, where we’ll cover what to do if your accommodation request is delayed and how to ensure HR follows through.

Additional Resources:

EEOC Guidance: Learn more about your rights under the ADA.