Deciding whether to disclose your ADHD to your employer is a deeply personal choice. While there’s no universal “right time” or “right way” to have this conversation, and understanding your rights and preparing thoroughly can help make the process smoother and more productive.
Know Your Rights
Before having the conversation, it’s important to understand that ADHD is protected under both the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973. The ADA applies to private employers with 15 or more employees, while Section 504 covers organizations that receive federal funding, including government agencies, schools, and many healthcare facilities.
These laws provide complementary protections:
- The ADA ensures you’re legally entitled to reasonable accommodations in the workplace
- Section 504 prohibits disability discrimination in programs receiving federal funds
- Both laws protect against discrimination in hiring, promotion, and workplace treatment
- Your employer cannot retaliate against you for requesting accommodations under either law
- Medical information about your ADHD must be kept confidential under both statutes
When to Consider Disclosure
The decision to disclose often comes at key moments:
- When you need specific workplace accommodations to perform your job more effectively
- If you’re struggling with certain aspects of your role that could be improved with adjustments
- When you want to be proactive about your performance and work relationships
- If you’re starting a new position and want to set clear expectations from the beginning
Preparing for the Conversation
Before discussing your ADHD with your employer:
- Document your strengths and contributions to the company. This helps frame the conversation positively and reminds both you and your employer of your value to the organization.
- Research potential accommodations that could help you perform better. These might include:
- A quieter workspace or noise-canceling headphones
- Written follow-ups to verbal instructions
- Breaking large projects into smaller tasks
- Using project management tools
- Flexible working hours
- Consider how ADHD affects your specific role and prepare concrete examples of how accommodations could improve your performance.
Having the Conversation
Choose the right time and setting:
- Schedule a private meeting with your immediate supervisor or HR representative
- Pick a time when neither of you will be rushed
- Prepare your thoughts in advance
- Bring relevant documentation if you have it
Here’s a potential script to start the conversation:
“I wanted to talk to you about something that affects my work. I have ADHD, and while I’ve developed many strategies to manage it effectively, there are some small workplace adjustments that could help me be even more productive in my role.”
Focus on Solutions
Frame the conversation around solutions rather than problems. Instead of saying “I struggle with interruptions,” try “I do my best focused work when I can block out dedicated time for complex tasks.”
Requesting Accommodations
When requesting accommodations, remember that both the ADA and Section 504 require employers to engage in an “interactive process” to find reasonable solutions. This means:
- You have the right to suggest specific accommodations
- Your employer should work with you to find effective solutions
- The process should be collaborative and ongoing
- You can request modifications if initial accommodations aren’t effective
After Disclosure
Once you’ve disclosed:
- Document any agreed-upon accommodations in writing
- Set up regular check-ins to assess how the accommodations are working
- Be prepared to adjust and refine solutions as needed
- Keep records of all accommodation requests and responses
- Know your rights if you face any discrimination or retaliation
The Bigger Picture
Remember that disclosure isn’t just about getting accommodations—it’s about creating an environment where you can thrive and contribute your best work. Many ADHD traits, like creativity, hyperfocus, and thinking outside the box, can be significant assets in the workplace when properly supported.
Final Thoughts
The decision to disclose your ADHD is yours alone. If you choose to have this conversation, approach it with confidence, knowing that you’re advocating for yourself and your ability to contribute your best work to your organization.
Remember that many successful professionals have ADHD and have navigated this conversation before you. Your openness might even help create a more inclusive workplace for others who come after you.
Both the ADA and Section 504 provide strong legal foundations for your rights in the workplace. Understanding these protections can give you the confidence to advocate for what you need to succeed.
Recommended Resources
Job Accommodation Network (JAN): JAN a free resource that provides information for employers and employees. JAN offers consultation, training, and wealth of information on various disabilities and the accommodations that can help employees succeed in the workplace.
Equal Employment Opportunity Commission (EEOC): The EEOC is a federal agency responsible for enforcing laws that prohibit employment discrimination. They investigate complaints of employment discrimination, take legal action against employers who violate the law, and provide education and technical assistance to employers and employees.
Measure Once, Cut Twice 