Disability Disclosure and Reasonable Accommodations

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Since disability disclosure on-the-job can seem confusing, the purpose of this article is to provide some clarity. According to the introduction section of

this article from the Job Accommodation Network about disability disclosure,

whether to disclose a disability to an employer or not is the decision of a person who has a disability. The article recommends that disability disclosure occur if the individual needs a disability-related accommodation to apply for or perform job functions. However, if the individual chooses to disclose a disability when a workplace accommodation is not necessary, doing so is an individual’s choice. How to disclose is as important as the decision whether to do so.

When disclosing a disability, it is best to only share necessary information with people who need to know. The article referenced above recommends that an employee speak to an immediate supervisor or the employer’s Human Resources department if one exists. This

downloadable article from JAN in Microsoft Word format

recommends that job applicants and employees only share information which is necessary to fulfill an accommodation request. Putting the request in writing may be helpful to both parties. When an accommodation request is made, it  can sometimes be sufficient to seek a change or adjustment at work, without using the term “reasonable accommodation”.  some other factors are also worth being aware of.

After an accommodation request is made, it is ultimately up to the employer to determine what accommodation(s) will be provided. As the downloadable document from JAN referenced above points out, it can help for the employee and employer to engage in interactive dialogue to identify workplace accommodations which meet the employee’s disability-related workplace needs. If an employee and employer experience difficulty identifying workplace accommodations, the

Job Accommodation Network

is worth consulting. JAN is a free resource to assist employers and persons with disabilities residing in the United States regarding questions about workplace accommodations and/or the employment section of the Americans with Disabilities Act. Bottom line: Self-advocacy and flexibility are critical in the process of requesting and acquiring workplace accommodations. Next month’s topic: accommodation examples.

Postscript: Although I have referenced JAN throughout my article above, it is worth noting that I have no association whatsoever with the resource. As a person with a disability who is employed, I linked to JAN articles solely to help educate people regarding disability disclosure and workplace accommodations.