One of the most personal decisions students with disabilities face during the job search is whether — and when — to disclose a disability.
There’s no one-size-fits-all answer. Your decision depends on your comfort level, the nature of the disability, the specific role, and your goals for workplace support. But with the right knowledge, you can make an informed choice that feels right for you.
🤔 Do I Have to Disclose My Disability?
No. Disability disclosure is entirely voluntary.
Under the Americans with Disabilities Act (ADA), you’re not required to disclose a disability unless you’re requesting a reasonable accommodation.
You can:
- Disclose early in the process (e.g., in a cover letter or during an interview)
- Wait until after you’ve received an offer
- Choose not to disclose at all
Each option has different pros and cons.
🛠️ Why You Might Want to Disclose
- You need accommodations for the application, interview, or job.
For example, if you need additional time for assessments or an interpreter for an interview, it helps to disclose early so accommodations can be arranged smoothly. - You want to be upfront about your work style.
Disclosing may help set expectations, especially if your disability affects communication, task management, or scheduling. - You’re proud of your identity and want to share it.
Some candidates feel that their disability has shaped key strengths like resilience, problem-solving, or empathy — and they want to own that story.
🛑 Why You Might Not Want to Disclose
- You don’t need accommodations.
If your disability doesn’t affect job functions or work environments, disclosure may feel unnecessary. - You’re concerned about bias.
While illegal, discrimination can still happen. Some students wait to disclose until after they’ve been hired to ensure their qualifications speak first. - You’re not ready.
Disclosure is a personal process. You never need to explain your health history in an interview.
✍️ How to Disclose (If You Choose To)
If you decide to disclose, focus on your strengths and what you need to succeed — not just the diagnosis. Here’s a sample script:
“I live with a non-apparent disability that occasionally affects how I manage sensory input. With small adjustments like a quiet workspace and noise-canceling headphones, I’m able to do my best work. I’m happy to talk through how I approach tasks and team collaboration.”
Keep it brief, strengths-based, and professional. You don’t need to name your diagnosis — just what’s relevant to the job.
📌 Final Thoughts
- Disclosure is your choice, and timing matters — not just for logistics, but for your peace of mind.
- If you’re unsure, talk to your school’s career center or accessibility office. They can help you navigate this process confidently.
- Most importantly: you deserve a work environment where you can thrive.
