Disclosure is a choice you make about whether to tell another person or organisation about your disability. This guide provides step by step information on how to disclose disability to your employer if you have made a decision to disclose.
This guide does not include detailed information on your rights and responsibilities regarding disclosure, or your right to privacy. For this information, visit:
The following guides on disclosure of information regarding mental illness are also available:
Step 1—Making a decision to disclose or not to disclose
There is no legal obligation for you to disclose a disability, unless it is likely to affect your performance or ability to meet the inherent requirements of the job, including your ability to work safely and ensure the safety of co-workers.
When making your decision about disclosure, you should consider the following reasons for and against disclosure.
The reasons for disclosing disability include:
- disclosure generates trust and an open relationship with your employer and allows you to discuss the most effective workplace adjustment strategies
- if your disability is visible you can deal with misconceptions and show how working with a disability can be ‘business as usual’
- if there is a crisis related to your disability it may be difficult to implement work related adjustments quickly unless you have disclosed your disability
- if your disability impacts on your job, an employer may perceive this as poor work performance
- if your disability could reasonably be seen to cause a health and safety risk for other people in the workplace, failing to disclose that risk could be a breach of your obligations under the Occupational Health and Safety Act.
The reasons for not disclosing disability include:
- your disability may have no effect on your ability to do the job and it is therefore not necessary to disclose
- it may provoke unnecessary curiosity, concern and insensitive questions.
Step 2—Determine what information to disclose
If you choose to disclose your disability to your employer, determine exactly what information you will provide to your employer. When considering what information to disclose, remember that the only information you need to disclose about your disability relates to:
- any adjustments required to ensure a fair and equitable selection process
- how your disability may impact on some aspects of the inherent requirements of a job and
- any adjustments that may be required to complete the inherent requirements of the job.
You do not need to disclose specific medical or personal information about a disability.
Step 3—Decide on when to disclose
There are many opportunities for you to disclose your disability to an employer. If you have decided to disclose your disability, you will need to decide when to disclose. To assist you with this decision, we have outlined the benefits of disclosing disability at different stages of your employment.
Prior to an interview
Disclosure prior to an interview may:
- enable you to have a frank conversation with the employer about disability issues in relation to the inherent requirements of the job as this discussion can help determine whether work related adjustments are required and/or whether support services are needed
- allow the employer to make the necessary arrangements for access to the building, if mobility is an issue
- enable you to obtain information about an organisation's employment equity strategies
- enable you to obtain information about an organisation's support structures for employees with disability
- enable you to obtain information about an organisation's workplace adjustment schemes
- eliminate any surprises or awkwardness when speaking with the employer.
At interview or after offer of employment
Disclosure at an interview or after an offer of employment has been received may:
- enable you to get workplace accommodations that are necessary to do the job
- provide the employer with evidence of your skills, abilities and ways for overcoming any implications of a disability
- increase access to appropriate employment supports
- provide access to appropriate supports increasing the likelihood of job retention
- enable you to obtain information about an organisation's employment equity strategies
- enable you to obtain information about an organisation's support structures for employees with disability
- enable you to obtain information about an organisation's workplace adjustment schemes.
On job commencement
Disclosure at the time of starting a job may:
- enable you to get workplace accommodations that are necessary for you to do the job
- increase the responsiveness of employers and co-workers to your needs
- enable you to obtain information about an organisation's support structures for employees with disability
- enable you to obtain information about an organisation's workplace adjustment schemes.
Step 4—Talk to your employer
The final step is to talk to your employer about the information you have decided to disclose to them.
When disclosing disability to your employer:
- be clear and matter of fact about why you are disclosing and your desired outcomes from doing so
- be knowledgeable about your disability
- discuss the impact of possible symptoms and side effects of any medication on the workplace
- provide some options and strategies for workplace adjustment to make it easy for your employer.
If your disability is visible you may wish to anticipate concerns and answer those specifically:
For example: 'We have not discussed my disability or how it might impact on the job. I notice as a sales job, that this job involves some driving. I have my own car and have been driving for ten years so this will be no problem'.
More information?
If you are receiving assistance and support from a Provider of Australian Government Employment Service, you can speak to them about disclosing information about your disability to an employer. For information on Providers of Australian Government Employment Services, visit: