Disclosure is a choice you make about whether to tell another person or organisation about your disability.
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 that you have applied for, including your ability to work safely and ensure the safety of co-workers.
Deciding to disclose
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.
What information to disclose
If you choose to disclose your disability to your employer during an interview, 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.
When to disclose
There are many opportunities for you to disclose your disability to an employer. If you have decided to disclose your disability, then there are benefits to disclosing disability prior to an interview or at an interview.
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.
During an interview
Disclosure at an interview 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.
Talking to the employer
When talking to an employer about the information you have decided to disclose to them:
- 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'.
Assistance for the cost of workplace adjustments
If you will require workplace adjustments to do a job, you may like to refer the employer to the information about the Employment Assistance Fund. The Employment Assistance Fund pays for the costs of modifying the workplace or purchasing special or adaptive equipment for eligible employees with disability.
More information on the Employment Assistance Fund is available through this link:
Need help?
The JobAccess Advisers can help you with free, confidential advice. Contact them on 1800 464 800 or online:
Australian Government employment service providers
If you are receiving assistance and support from an Australian Government employment service provider, you can speak to them about disclosing information about your disability at an interview. For information on Australian Government employment service providers, visit: