What Does “Disclosure” Mean?

“Disclosure” means telling an employer about a disability, medical condition, or health situation that affects your work.

It is always your choice. No law requires you to tell an employer about a disability.

Most people don’t disclose a disability during the application or interview — they wait until after a job offer, or not at all.

Why Some People Choose to Disclose

  • To request an accommodation (a workplace change that helps you do your job)
  • To explain a gap in work history
  • To reduce anxiety about hiding something
  • To get support from the employer from the start

Why Some People Choose Not to Disclose

  • Fear of discrimination (which is illegal, but it still happens)
  • The disability doesn’t affect their ability to do the job
  • They prefer to prove themselves first
  • They don’t need an accommodation
Good to know: You can request an accommodation without revealing your diagnosis. You only need to describe what you need, not why medically.

Your Legal Protections

The Americans with Disabilities Act (ADA)

  • Employers with 15+ employees cannot discriminate against you because of a disability.
  • They must provide reasonable accommodations unless it causes undue hardship.
  • They cannot ask if you have a disability before a conditional job offer.

The Colorado Anti-Discrimination Act (CADA)

  • Covers employers with 1+ employees — broader than ADA.
  • Provides the same protections for most Colorado workers.

What Employers CAN Ask

  • Before a job offer: Can you perform the essential duties of this job, with or without accommodation?
  • After a conditional offer: Medical questions related to job duties (in limited circumstances)
  • They CANNOT ask: Do you have a disability? What medications do you take? Have you ever been hospitalized?

What You Are Protected From

  • Being denied a job because of a disability
  • Being fired for requesting an accommodation
  • Being asked to disclose before an offer is made
Remember: These are your rights on paper. If you experience discrimination, contact the EEOC (eeoc.gov) or Disability Law Colorado at 1-800-288-1376. This guide is not legal advice.
Key point: You do NOT have to disclose your diagnosis. You only need to describe the functional limitation and what you need to address it.

Should You Disclose?

There’s no single right answer. Use these questions to help you think it through.

Question 1: Do you need an accommodation during the application or interview process?

YES

You’ll need to mention a need (not a diagnosis). Example: “I may need the written test in a different format.” You don’t need to say why.

NO

You may not need to disclose anything during the application phase.

Question 2: Do you need an accommodation to do the job?

YES

You have the right to request one after a conditional job offer, or at any point during employment. You’ll need to describe what you need (not your diagnosis).

NO

Disclosure may not be necessary at all. You can wait and see.

Question 3: Will your disability be visible or noticeable during the interview?

YES

You may choose to briefly address it proactively to reduce awkwardness. Or you may choose not to — it’s still your call. Interviewers cannot legally factor it into their decision.

NO

No action required unless you choose otherwise.

Question 4: Do you have a gap in your work history related to a health situation?

YES

You can acknowledge the gap briefly without disclosing the disability: “I took time off to address a health situation that is now resolved.” You are not required to say more.

NO

No need to raise it.

Remember: Disclosure is never required. Accommodation requests only require describing what you need functionally — not a diagnosis or medical records.

What to Say — Script Templates

Use these as starting points. Adjust the wording to sound like you.

During Application or Interview

I want to make sure I can show you my best work. I may need [describe the accommodation — e.g., written instructions, an extended deadline for the written test, a quiet space for the assessment]. Is that something we can arrange?

After a Job Offer — Requesting Accommodation

Thank you for the offer. I’m very excited about this role. I have a condition that sometimes affects [briefly describe functional limitation, e.g., “my ability to stand for long periods” / “processing written information quickly”]. To do my best work, I’d benefit from [describe accommodation]. I’m happy to discuss specifics and work with you to find the right solution.

Explaining a Work History Gap

I took some time away from work to address a health situation, which I’ve since resolved. During that time I [optional: did relevant things — took classes, volunteered, cared for family]. I’m fully ready to work now and very motivated to contribute to this team.

While Already Employed

I want to be upfront with you about something. I have a condition that affects [describe functional impact]. It doesn’t affect my ability to do my job, but I would benefit from [accommodation]. I’ve been managing well, and this adjustment would help me continue to do so.

When You Choose Not to Disclose

I’m in good health and fully able to perform the requirements of this role. I’m very motivated and ready to get started. (You are not required to answer questions about your health or disability.)

Requesting Accommodation — No Diagnosis Required

To do my best work, I’d benefit from [accommodation — e.g., written task lists, a flexible start time, a quieter workspace]. This would help me be more effective in this role. I’m happy to work with you to find a practical solution.
Counselor Note: These scripts are starting points. Work with your VR counselor to customize them for your specific situation and the employer you’re applying to. Your counselor can also role-play the conversation with you.