Overview

 "Disclosing your diagnosis" means that you tell others about your diagnosis.  In other words, you openly share that you have an autism spectrum disorder, or another disability. 

During a job interview or on the job a future or current employer cannot ask you if you have a disability or the nature of the disability.   But they can ask

• Can you perform the duties of the job with or without reasonable accommodations?
• Can ask you to tell or show how you will perform the essential tasks of a job with or without reasonable accommodations

Some people are very open about their diagnosis.  These people feel comfortable talking about it and having others know about it.  Other people are more private about their diagnosis.  They feel like it is none of other people’s business and don’t see a need to tell most people about it.  Either mindset is completely fine- it totally depends on the person and what they are comfortable with.

When applying for a job and when working at a job, there are some advantages and disadvantages to disclosing your diagnosis to your supervisor and co-workers.  It is a personal decision whether or not to disclose, and there is not a right or wrong answer. 

There is no law saying you must disclose your disability to your future employer. It is your choice if you want to disclose your disability. Some believe it is necessary to disclose your disability. Disclosing your disability enables you to receive reasonable accommodations and civil right protections. But, some believe that you may be overlooked or viewed differently during the application process or in the workplace if you disclose your disability. It is a personal decision.

If you should decide to disclose your disability, it is your choice when to disclose your disability.
In some cases, your future employer may already know you have a disability. This may make it easier to discuss your needs for reasonable accommodations. For example, an employer may know you have a disability if you arranged your job through an organization that works with individuals with disabilities. Also, some disabilities are “visible” or may be seen such as using a wheelchair for mobility or the use of a service dog.

If you have a visible disability, it may be necessary to discuss your needs for reasonable accommodations during the application process. Other disabilities are “hidden” or not easily seen such as Autism or Attention Deficit-Hyperactivity Disorder. It will be important to think about and discuss with your job coach, family, mentor, or another individual about the advantages and disadvantages to disclosing your disability. If you can complete the job without accommodations there may be no need to disclose your disability. If you require reasonable accommodations to support your social interactions, it may be necessary to disclose your disability on an application. It will be important to keep in mind If you require reasonable accommodations and your employer does not know you need them, the employer cannot provide you what you need. A rule of thumb may be to disclose your disability if a reasonable accommodation is required so that you can accomplish the necessary job tasks successfully.

In many cases, it may help you to disclose your diagnosis.  In fact, it may help you more than it hurts you.  It could help because your employer may understand you better, and people tend to be more accepting when they understand someone.

Ultimately, it is up to you whether to disclose or not.

What to Disclose

Not all information about your disability needs to be disclosed.  Here are some suggestions for the types of information you may wish to disclose.

• General information about your disability. 
• Why you made the decision to disclose having a disability. 
• Types of accommodations that you have used in the past that were the most successful.
• If asking for reasonable accommodations, tell which accommodations you need. 
• Keep the discussion positive and focused on what you can do rather than on possible limitations of the disability. 

Who do you tell about your disability?

Carefully consider who would be the right person to tell about your disability.  Some questions to think about include:

• Is the person a supervisor or the one who makes decisions about hiring?  
• Will the person support my needs and help obtain the reasonable accommodations?
• Will the person keep the information confidential?

People you may choose to disclose your disability as you seek employment or are in work place include:

• Prospective or current human resources administrators
• Your direct supervisor
• Mentor
• Job Coach
• Disability services administrator

Medical Examinations

Before being Hired An employer cannot require you to have a medical examination before they offer you a job.  An employer can put a condition on your job offer that you must pass a medical examination before you are officially hired.  This is ok only if all others who come into the same job also are required to take the medical examination. You cannot be rejected for the job if information about your disability was revealed by the medical examination. You may not be hired if your disability makes you unable to perform the necessary tasks for the job or the business. But, the employer cannot refuse to hire you because of your disability if you can perform the essential functions of the job with a reasonable accommodation. After being Hired After you have been hired or started work, your employer cannot require you to have a medical examination or ask about your disability unless it is related to your job or necessary for the businesses. If you receive benefits such as health insurance through your job, you may be asked to take a medical examination.  This examination is voluntary.  Your employer may have to provide your medical information to agencies that monitor workplace safety and worker’s compensation. All medical information provided and kept by your employer must be kept confidential and in a separate file from your other employee file.