How to Disclose and Discuss Your Disability in the Workplace

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A Practical Guide to Navigating Conversations, Knowing Your Rights, and Advocating for Reasonable Adjustments at Work

Talking about your disability in the workplace can be daunting—but it’s also a powerful step toward ensuring you’re treated fairly and given the support you need. Whether you’re starting a new job, facing challenges in your current role, or navigating a return to work after time off, knowing how and when to disclose your disability is essential.

This guide will walk you through the key considerations and steps you can take when disclosing and discussing your disability at work, while also outlining your legal rights and what to expect from your employer.

1. Know Your Legal Rights

In the UK, the Equality Act 2010 protects individuals with disabilities from discrimination in the workplace. If your condition has a substantial and long-term negative effect on your ability to carry out normal daily activities, you are legally entitled to reasonable adjustments that remove or reduce disadvantages at work.

Your employer cannot treat you less favourably because of your disability, and any information you share should be treated confidentially unless you give consent to disclose it.

2. When Should You Disclose?

There’s no legal obligation to disclose your disability unless it could impact health and safety, or you’re requesting adjustments. However, disclosure can be beneficial:

• During Recruitment: If you need adjustments for the interview process (e.g., extra time, accessible formats).
• Upon Starting a Role: To ensure appropriate support is in place from day one.
• If Circumstances Change: If your condition worsens or you need further accommodations.

You can disclose at any stage—what matters is your comfort and timing.

3. How to Disclose Your Disability

Disclose in writing or verbally to a trusted line manager, HR, or occupational health representative. You may wish to include:

• A brief description of your condition (you don’t need to go into personal detail)
• How it affects you at work
• The specific support or reasonable adjustments you need

Example:
“I wanted to let you know I live with a long-term health condition that sometimes causes fatigue and joint pain. I’m able to perform my duties, but I may occasionally need flexible working hours or a quieter workspace. I’d be grateful to discuss how best we can support this.”

4. What Are Reasonable Adjustments?

Examples include:

• Flexible hours or remote work
• Special equipment or software
• Modified duties or workload
• Additional breaks or time off for medical appointments
• Physical changes to the workspace

Employers must consider these adjustments seriously and cannot refuse unreasonably.

5. Starting the Conversation

Here are tips for a productive discussion:

• Prepare in advance: Think about what you need and how it would help you work effectively.
• Stay solution-focused: Be clear about what will enable you to do your job well.
• Keep it professional: It’s okay to show vulnerability, but focus on capabilities, not limitations.
• Document it: Follow up with an email summarising what was discussed and agreed.

6. If Things Go Wrong

If your disclosure is met with resistance or you experience discrimination:

• Raise the issue informally first
• If unresolved, file a formal grievance through HR
• Contact ACAS or a union representative
• Seek legal advice if necessary

Disability discrimination is unlawful, and you deserve fair treatment.

✅ Disclosing Your Disability at Work – Quick Checklist

Before Disclosure:

• Understand your condition and how it affects your work
• Know your rights under the Equality Act 2010
• Decide if, when, and to whom you wish to disclose
• Make a list of reasonable adjustments that would help you
• Gather any supporting medical evidence if needed

During Disclosure:

• Be clear and concise about your condition and needs
• Focus on how the adjustments will support your performance
• Remain calm and confident; this is a right, not a favour
• Discuss confidentiality and who else needs to be informed
• Follow up in writing to confirm what was discussed

After Disclosure:

• Check that agreed adjustments have been put in place
• Maintain open communication with your manager or HR
• Report any issues if adjustments are not being honoured
• Keep records of all communications

Conclusion

Disclosing a disability at work is a personal decision, but when handled with clarity and confidence, it can pave the way for a more inclusive and supportive work environment. You’re not asking for special treatment—you’re asking for a fair shot to do your best work.

At Disabled Entrepreneur UK, we stand by your right to be heard, supported, and treated with dignity in the workplace. 💼💬

Resources:

• The Disabled Lawyers Network – News & Resources for Disabled Legal Professionals
• Home | The Law Society
• Employment status and employment rights – GOV.UK
• Advice | Acas
• Equality Act 2010 | EHRC
• https://disabledentrepreneur.uk/when-employers-ignore-disabilities-what-to-do-when-reasonable-adjustments-are-refused/