Maybe you've just been diagnosed, or you've known for years. Either way, there's a question that keeps coming back: should I tell work?
There's no right answer that fits everyone. This guide sets out the options so you can decide what feels right for you, and when.
This article is general information about the law in Great Britain (England, Scotland and Wales), not legal advice. The Equality Act 2010 doesn't apply in Northern Ireland, which has its own laws (Equality Commission NI). For your own situation, check Acas and GOV.UK, or speak to an adviser.
It's your choice
Acas is clear: "Nobody has to tell their employer they're neurodivergent." If you do, it's up to you when and how (Acas).
You also don't have to share everything. The National Autistic Society describes "partial disclosure": telling your manager, for example, that you find it hard to concentrate in a noisy environment, without using the word "autistic" (NAS). That can be a useful middle ground.
Pros and cons
| Possible benefits | Possible worries |
|---|---|
| Easier to ask for reasonable adjustments | Fear of stigma or being treated differently |
| More understanding from managers or colleagues | Worry about how information will be shared |
| Less effort spent masking | Not everyone sees themselves as disabled |
| Clearer legal footing if problems come up | It can feel very personal |
One practical point: an employer's duty to make reasonable adjustments applies when they know, or could reasonably be expected to know, that you're disabled (Acas). So if you want adjustments, sharing at least some information usually helps. Our guide to reasonable adjustments at work covers this in more detail.
When to tell them
You can tell an employer at any point (NAS). Each stage has trade-offs.
- On an application form. You might want adjustments for the interview. Equality monitoring forms should be kept separate from your application (Acas).
- Before the interview. This is useful if you'd like adjustments such as questions in advance. Our article on job interviews has ideas.
- After a job offer. Some people wait until they've been offered the job, then raise it when talking about their start date or setup.
- Once you're settled in. You might wait until you know your manager, or until a specific need comes up.
Health questions before a job offer
GOV.UK says an employer is "not normally allowed" to ask about your health or disability before they offer you a job. They can only ask for very limited reasons, such as making reasonable adjustments to the recruitment process (for example, a large print test), or deciding whether you can do something that's an essential part of the job (GOV.UK; Acas).
Who to tell
During recruitment, you could tell HR or the hiring manager. Once you're in work, it might be your line manager, a senior manager, HR, or colleagues (NAS).
Imagine you get on well with your manager but don't know HR at all. You might start with your manager, and agree together whether HR needs to know. Or, if your manager is the problem, HR might feel safer.
Confidentiality
Acas says an employer "should keep someone's disability confidential, unless the person is happy for it to be shared", and that it should always be your choice who's told and how much (Acas). There can be limits, for example for health and safety reasons.
Acas suggests agreeing what will be shared, with whom, and who'll tell them, and putting that agreement in writing (Acas).
What you could say
The NAS suggests asking for a confidential meeting, and practising the conversation with a friend or family member first (NAS). Focusing on what helps you work well keeps things practical.
Change it to fit you. You could send it as an email instead, if that's easier. Writing gives you time to think, and a record of what you said.
Explaining it to others
If colleagues ask, you can share as much or as little as you like. "I work best with written instructions" is a complete answer. You don't owe anyone a diagnosis.
References
- National Autistic Society. Deciding whether to tell employers you are autistic. autism.org.uk/advice-and-guidance/employment
- Acas. Supporting disabled people at work; Neurodiversity at work ("Talking about neurodiversity"); Reasonable adjustments at work (including "Adjustments for neurodiversity"); and Recruitment: "Following discrimination law". acas.org.uk/supporting-disabled-people
- GOV.UK. Looking for work if you're disabled: Applying for a job. gov.uk/looking-for-work-if-disabled/applying-for-a-job
- Equality Commission for Northern Ireland. Legislation. equalityni.org/Legislation
