Thinking about whether (or how) to tell an employer that you have a disability? You are not alone. This is one of the most personal and sometimes stressful decisions a job seeker can face.
There is no one “right” answer, but there are smart ways to think through your options so you can make the decision that is best for you. In this post, we will talk about why you might disclose, when it makes sense, and how to do it in a way that highlights your strengths — not your limitations.
Let’s get into it.
Why Would I Tell an Employer About My Disability?
Great question. For some, disclosing a disability feels empowering. For others, it feels risky or unnecessary. The important thing to know is this: you are not required to disclose your disability unless you want to and unless you are requesting reasonable accommodation.
But there are valid reasons why you might choose to share. For example:
· You need accommodation for the interview process.
· You want to be transparent about a visible disability.
· You believe your disability has helped you build unique skills or resilience.
· You want to set yourself up for success on the job.
Think about this: Will disclosing help me perform better in this role or during the hiring process? If the answer is yes, it may be worth considering.
So… When Should I Disclose?
There is no “perfect” time. It depends on your comfort level, your needs, and the job.
Here are 4 common times to discuss:
1. In your application – If you need accommodations during the hiring process (like extended time on an assessment).
2. During the interview – Some candidates choose to disclose while answering a question or discussing work preferences.
3. After the job offer – This is a very common time to request accommodations before starting the role.
4. Once you are on the job – You can disclose at any point in your employment if your needs change.
Remember, it is your choice when (or if) to disclose.
What Should I Say?
If you decide to disclose, keep your message professional, strengths-focused, and brief. You do not need to share your diagnosis or personal medical history.
Try something like this:
“I have a medical condition that impacts how I process verbal instructions. In past roles, I have found that written instructions or visual aids help me stay on track and be more efficient.”
Notice how the focus is not on your disability, it is on the solution.
Here are a few more tips:
· Be clear about what you need to succeed.
· Practice what you will say so it feels natural.
· Emphasize your ability to do the job — with the right tools in place.
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Resources to Help You Navigate This
At WGU, you are not expected to navigate these conversations alone. The Career & Professional Development team (CPD) has tools and advisors to help you prepare and feel confident.
Here are two great places to start:
· Requesting Accommodations in the Workplace (CPD Guide) – Step-by-step tips on how to talk to an employer about your needs.
· Job Accommodation Network (JAN) – A national resource with examples of reasonable accommodations and advice on disclosure.
Still unsure? Set up a 1:1 appointment with a career advisor through our Career & Professional Development page. We are here to help you talk it out.
Final Thoughts
There is no one right way to approach disclosure — only the way that works best for you.
The goal is to feel confident, supported, and ready to bring your whole self to your job. With the right preparation and resources, you can have these conversations with purpose and professionalism.
Next step: Visit the CPD homepage to find more resources, schedule coaching sessions, and get career-ready support. Career & Professional Development | Western Governors University
