5 Tips for Deciding Whether to Disclose Your ADHD Diagnosis at Work
Adult sitting in an open office environment, contemplating the information on his computer screen.
Start with what you need to do your job well
Disclosure doesn’t have to focus on your diagnosis. Instead, think about the specific supports that would help you perform at your best—such as flexible scheduling, clearer task prioritization, written instructions, or reduced interruptions. An OT can help you advocate, articulate and develop individualized supports.In Ontario, employees generally have the right to keep their personal health information private. Employers may only request information reasonably necessary for tasks like workplace accommodation. When disclosed for such purposes, this information must be handled with strict confidentiality, shared only with authorized personnel, and kept separate from general personnel files.
Highlight your strengths and strategies
When discussing workplace needs, it can be helpful to share how you already manage your work successfully. For example, you might describe strategies that have worked well in the past in different work environments or accommodations that have helped you stay organized and productive. This shows initiative and emphasizes the value you bring to the team. Your OT can explore the past with you in an effort to build on what has previously worked.
Understand the accommodation process
If you request formal accommodations, your employer may ask for documentation outlining your functional abilities and limitations. In many workplaces, this process goes through Human Resources and focuses on how to support your work performance rather than on diagnostic details. Your OT can connect with HR on your behalf to determine the process for presenting accommodations. Many accommodations can be self-managed and need not be disclosed to your employer.
Focus on collaboration, not a single solution
Accommodation discussions are typically a collaborative process. Be open to exploring different options with your manager or HR that meet both your needs and the organization’s workflow. Often there are multiple ways to create a supportive work environment. Your OT will ‘propose’ accommodations to be considered.
Remember that disclosure is a personal decision
There is no universal “right” time or reason to disclose. Some people choose to share their diagnosis to access accommodations, while others prefer to request adjustments without disclosing specific medical information. Taking time to consider your workplace culture, your needs, and your comfort level can help you decide what feels right for you.
