As a career coach, I sometimes assist clients with disabilities. Perhaps they are on the spectrum, have a chronic migraine condition, or have had an organ transplant at some point. The list of potential “disabilities” is endless, and not all of them are outwardly apparent.
A commonly asked question is, “Am I required to indicate I have a disability while completing the application and/or during the interview?”
The decision to share disability-related information can be overwhelming. Naturally, you’re concerned that such a disclosure may impact your candidacy. And in some cases, you may prefer to keep such information private.
According to the Americans with Disabilities Act (otherwise known as the ADA), disclosing your disability is up to you. If your disability doesn’t affect your ability to perform the job, or if you are not requesting a reasonable accommodation (such as a modification to your job duties or special equipment to do the job), you are not obligated to disclose your disability.
However, disclosure is required in the following cases:
- If your disability may impact the safety of yourself or others in the workplace.
- If you need a reasonable accommodation to interview and/or perform the essential functions of the job.
Here are a few other things you should know about the ADA and disability disclosure:
- You can choose to disclose your disability any time after a job offer has been made, if you require an accommodation to start your job or perform your duties.
- Your employer is not permitted to explain anything to your coworkers regarding your medical information, disability, or why an accommodation is being made; your medical information may only be shared with those on a “need to know” basis.
- Your accommodation request must be directed to someone who can act upon your request, such as your manager, supervisor, or an HR professional. It is advisable to make your request in writing.
- Accommodation requests may include a schedule change, a request for special equipment, or a policy modification.
- An employer may decline to provide a reasonable accommodation if it would result in an “undue hardship” for them, or the employee does not provide verification of the need from their medical provider.
Deciding if and when to disclose a disability is a deeply personal choice, and there is no one-size-fits-all answer. It’s essential to understand your ADA rights, know when disclosure is necessary, and feel confident in how to communicate your needs if an accommodation will help you succeed. Ultimately, the goal is not just to land the job, but to create a sustainable work environment where you can thrive.
Shelley Maley, PHR, CCSP | Dreamcatcher Career Coaching, LLC | (610) 663-0585