To Tell or Not to Tell: Should I Disclose My Neurodivergence at Work?

You’ve finally figured it out. You understand your brain. But now you are staring at your manager’s office door (or their Zoom window) wondering: Do I tell them?

It is a heavy question. On one hand, you want to be authentic. On the other hand, you know that stigma is real.

Unlike a physical condition that might be visible, neurodivergence is often an “invisible disability.” That means you hold the keys to the gate. Whether you open it is entirely up to you.

Here is the honest, direct guide to navigating disclosure in the workplace.

The Legal Reality: Protection vs. Privacy

First, the boring (but important) stuff. In many countries (like under the ADA in the USA or the Equality Act in the UK), you are only legally entitled to “reasonable adjustments” or accommodations if your employer knows about your condition.

  • The Pro: If you disclose, the law is generally on your side. They cannot fire you for being Autistic or ADHD, and they legally must try to accommodate your needs.
  • The Con: Discrimination is illegal, but bias is hard to prove. Once you ring that bell, you can’t un-ring it. Some people unfortunately still view neurodivergence as a liability rather than a different operating system.

Option 1: The “Full Disclosure”

You sit down and say, “I am Autistic,” or “I have ADHD.”

  • When to do this: If you work in a psychologically safe environment, or if your company has a strong Diversity & Inclusion policy.
  • Why do it: It allows you to fully unmask. It invites your team to understand why you wear headphones or why you don’t make eye contact. It can be incredibly freeing.

Option 2: The “Needs-Based” Disclosure (The Strategic Route)

This is often the safest middle ground. You discuss what you need without necessarily using the medical label.

Instead of saying “I have ADHD,” you say:

“I work best when I can have deep-focus time without interruptions. Can we agree that I won’t answer emails between 9 am and 11 am?”

Instead of saying “I am Autistic and have sensory processing disorder,” you say:

“I find the overhead lights trigger migraines for me. Is it okay if I use a desk lamp and wear a cap?”

(Speaking of caps, this is where our Spectrum Threadz hats come in handy—subtle comfort that looks professional).

Why this works: It focuses on productivity, which every manager loves. You aren’t presenting a “problem” (a diagnosis); you are presenting a “solution” (how to get the best work out of you).

When You Should PROBABLY Disclose

  1. If you are at risk of disciplinary action: If your symptoms (like lateness or social bluntness) are being mistaken for “bad attitude,” you need to provide the context before it becomes a formal warning.
  2. If the mask is burning you out: If pretending to be neurotypical is making you physically ill or anxious, the cost of hiding is higher than the risk of telling.

The “Reference” Check

Before you disclose, look around.

  • Does your company mention neurodiversity on their website?
  • Do other employees openly discuss mental health?
  • Does your manager react with empathy when people are struggling?

If the answer is “No,” stick to the Needs-Based approach first. Test the waters.

Ultimately, your medical history is yours. You don’t owe anyone your diagnosis. But you do owe yourself a work environment where you can succeed.