Whether to tell an employer you are neurodivergent is one of the questions we hear most often. It might come up while you are applying for jobs, or after years in the same role. Either way it can cause a lot of worry.
Disclosure is a personal decision. It depends on your situation, your employer and what you want to get from it, and nobody else can tell you the right answer. What we can do is help you think it through. Here are the questions people ask us most, and our answers.
Does the law protect me?
In Great Britain, the Equality Act 2010 protects disabled people from discrimination at work and during recruitment. Many neurodivergent people, including autistic people and people with ADHD, dyslexia or dyspraxia, will meet the Act’s definition of disability. That definition covers a condition with a substantial and long-term effect on day-to-day activities. You can read the official definition of disability on GOV.UK. You do not need to call yourself disabled to be protected.
Acas lists four types of disability discrimination: direct discrimination, indirect discrimination, harassment and victimisation.
Direct discrimination
This is treating someone worse because of a protected characteristic, such as disability. For example, a manager passes over an autistic employee for promotion because they assume autistic people cannot lead teams.
Indirect discrimination
This happens when a rule or way of doing things applies to everyone but puts people with a particular characteristic at a disadvantage, and cannot be justified. For example, a strict timed written test for a role where fast reading is not actually needed could disadvantage dyslexic candidates.
Harassment and victimisation
Harassment is unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates a hostile environment, such as repeated “jokes” about a colleague’s ADHD. Victimisation is treating someone badly because they have made or supported a discrimination complaint.
Employers also have a duty to make reasonable adjustments for disabled employees and candidates. Acas notes that nobody has to tell their employer they are disabled. In practice, though, an employer usually needs to know about your needs before it can make adjustments.
Will disclosing help me during recruitment?
It can. Telling an employer you are neurodivergent means you can ask for reasonable adjustments, the changes that remove disadvantages you might face compared with other candidates. Examples include extra time in tests, questions in advance, or having questions rephrased.
Many employers ask about adjustments on the application form or in the interview invitation. If they do not, ask the recruiter how to request them. Our tips on managing interview stress cover some of the adjustments that help most.
Will this employer understand?
A lot of people we work with want to know whether an organisation is neurodiversity friendly before they say anything. There is no perfect test, but there are clues. Look at the careers page for information about adjustments, employee networks or neurodiversity. See how the employer responds to a simple, practical request early in the process.
Some employers sign up to the government’s Disability Confident scheme, which has three levels, and display its logo on their job adverts or careers site. It shows a commitment, though it is not a guarantee of good practice. You can always ask at interview what the commitment means in practice.
When is the right time to disclose?
There is no single right time. Common points are on the application form, before an interview, after an offer, when you start, or later once you know the team. Each has pros and cons.
One approach we suggest is to list each stage of the recruitment process and note what you would gain or risk by disclosing at that point. Many people choose to disclose before the interview, because that is when adjustments can make the most difference.
How do I talk about it positively?
Being neurodivergent often comes with real strengths, such as focus, creativity, pattern-spotting or honesty. If you have not worked before, they can be hard to see in yourself. Talk with friends or family about what you are good at and how it links to the job. Our working styles guide can help you describe how you work best, and our disclosure templates give you wording to adapt.
How do I disclose when I have been in a job for a while?
It can feel harder once people already know you, but it is never too late. Talk to someone you trust first, and read your organisation’s diversity, inclusion or wellbeing policies to see whether there is a set process. You decide who you tell and how much you share.
Watch our disclosure video
Lara, who is neurodivergent herself, made this video with Enna about deciding whether to disclose.
How Enna can help
If you want to talk through disclosure, adjustments or how to raise them at work, our workplace coaching gives you one-to-one support from people who understand neurodivergence.
Looking for an employer where disclosure feels safe? The Enna jobs board lists roles with inclusive employers. You can also sign up for job alerts and polish your application with our CV help.
