A disclosure statement is a short document that lets you tell an employer about your neurodivergence on your own terms. It sets out how your brain works, what helps you do your best work, and any adjustments you would like. You can use it during recruitment or once you are in a job.
Deciding whether to disclose is personal, and there is no right answer. If you do decide to share, having it written down means you don’t have to find the words on the spot. Enna’s disclosure statement is free to download at the end of this page.
How to use the disclosure statement
1. Get clear on your own needs
Before you start, think about what helps you and what gets in your way at work. Talking to a healthcare professional, reading trusted resources or speaking to the Enna team can help.
2. Download the template
The link is at the bottom of this page.
3. Fill it in
Work through each prompt as best you can. You don’t have to answer everything, and you choose how much detail to share.
4. Review it
Read it back and check it reflects your needs and preferences. Edit until you are happy, then save it.
5. Decide who to share it with
You might share it during recruitment, with your line manager, or with HR. Pick the route that feels most comfortable. If you are applying for jobs, our reasonable adjustment request email templates work well alongside it.
6. Follow up
Check that any agreed adjustments have been put in place, and keep the conversation open. Needs can change over time.
Not sure what to ask for? Our list of reasonable adjustment examples has ideas grouped by area of work, and you can find more ready-made wording in our disclosure templates.
For managers: what to do when you receive a disclosure statement
If someone in your team gives you a disclosure statement, they have trusted you with something personal. How you respond will shape whether they feel safe asking for support again.
Read it carefully
Take time to understand what they have shared, and note any adjustments they have asked for.
Thank them
Acknowledge the disclosure and make it clear you want to work together on what helps.
Agree a plan together
Work out practical adjustments with them, not for them. Our reasonable adjustments passport is a simple way to structure and record that conversation. Remember that employers have a legal duty to make reasonable adjustments for disabled employees, and Acas explains how that duty works.
Respect confidentiality
Only share information with colleagues if the employee agrees, and only what they are comfortable with. Done with consent, it can help the wider team work better together.
Check in regularly
Ask whether the adjustments are working and be ready to change them. For more on handling these conversations well, read our guide on how to respond when an employee discloses their neurodivergence.
Download the Disclosure Statement (PDF)
How Enna can help
Managers who want to feel confident in these conversations can join our neuroinclusive management conversations workshop, and our workplace needs assessments give you clear, practical recommendations for individual employees. If you are a jobseeker looking for an employer who will welcome your disclosure, start with the Enna jobs board. Any other questions? Email the team at hello@enna.org.
