Should You Disclose a Disability on a Job Application?

When you apply for a job, you’re putting yourself out there. That's scary by itself (hello rejection!). If you have a disability, that fear can compound.

"Should I say I have a disability on job applications?" is a common career question among the 28.7% of adults in the US who have a disability. Deciding whether to disclose your disability status is deeply personal and there’s no one-size-fits-all answer.

But there are nuances to consider before submitting your job application or accepting a job. On one hand, it can help your employer understand you better and ensure you get reasonable accommodations. On the other hand, unconscious bias and discrimination exist, even though it’s illegal. Read on to learn more about disabilities in the workplace and how to navigate whether to disclose a disability or not. 

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Understanding disabilities in the workplace

The U.S. Equal Employment Opportunity Commission (EEOC) enforces the Americans with Disabilities Act (ADA), which makes it illegal to discriminate against qualified individuals who have a disability. The ADA ensures equal employment opportunities for individuals with disabilities. This applies to private companies with 15 employees or more and state and local government employers.

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What is considered a disability on a job application?

While the term “disability” can mean a lot of things, the ADA “defines an individual with a disability as a person who:

1. Has a physical or mental impairment that substantially limits a major life activity
2. Has a record or history of a substantially limiting impairment
3. Is regarded or perceived by an employer as having a substantially limiting impairment

Disabilities can vary. The CDC shares some different types of disabilities, which can affect:

• Cognition
• Mobility
• Independent living
• Hearing
• Vision
• Self-care

A visible disability might be more recognizable if someone uses a wheelchair or has a white cane from being visually impaired. However, many so-called invisible disabilities are classified under the ADA as well. What is considered a disability on a job application may surprise you. 

For example, ADHD qualifies as do other common mental disorders including anxiety, bipolar disorder, PTSD, and depression. In fact, Major Depressive Disorder (MDD) is one of the top causes of disability worldwide. 

So you may have a condition under the ADA that’s classified as a disability, whether you identify with the label or not. Under the ADA, you have the choice of whether you disclose your disability or not.

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Are you required to self-identify as disabled on an application?

Your prospective employer may ask you to fill out the Voluntary Self-Identification of Disability form. At your discretion, you have three options you can check:

1. Yes, I have a disability, or have had one in the past 
2. No, I do not have a disability and have not had one in the past 
3. I do not want to answer

The point of having you fill this out is twofold. One, if you mark yes, your employer is responsible for providing reasonable accommodations. Additionally, your employer must be an equal opportunity employer and this form can help track applicants with disabilities.

The form states, “Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way.”

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Should you disclose a disability on a job application?

If you have a disability or see your condition listed on the voluntary form, the question is: should I say I have a disability on a job application? Dannie Lynn Fountain, HR program manager at Google says:

“Disclosing is a personal calculus based on risk and need. It may vary by company, may vary by individual as well.”

For example, if you are applying for a position as a senior art director, disclosing a visual impairment might have particular implications depending on the company's culture and the specific requirements of the role.

So whether or not you should disclose a disability on a job application depends on your situation. First of all, you’re not legally required to disclose a disability. Secondly, if you don’t need any special accommodations it’s probably a moot point.

Vit Koval, global hiring and remote work advocate at Globy states: 

“In some cases, it may even be practical not to disclose at all, especially in the case of your disability not affecting the performance of the job or probably if you are not quite sure about the company's policies on inclusivity.”

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Pros and cons of disclosing a disability

The application process is hard enough without worrying about the potential prejudices against those with disabilities. Everyone’s circumstances are different, so it’s key to evaluate the pros and cons of disclosing a disability.

Pro tip: Using a company research database can be crucial to understand a company's inclusivity policies before deciding to disclose a disability.

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What are the benefits of disclosing a disability to an employer?

The benefits of disclosing a disability to an employer include:

• You are your authentic self and don’t need to worry about being “found out” when truthfully identifying
• You can receive special accommodations as needed
• You may find community or become a leading voice in your organization
• Your employer may have a better understanding of what conditions you work best in
• You have legal protections under the Americans with Disabilities Act

Using a company research database, AI can help identify inclusive employers who value diversity and provide equal employment opportunities.

Though this isn’t a benefit for you, in some cases, your employer could be eligible for tax incentives by hiring someone with a disability.

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What are the disadvantages of disclosing a disability to an employer?

Everyone craves acceptance and the feeling of belonging. Having a disability, whether it’s visible or not, can make you feel “different.” Worse, people may treat you differently.

Here are some disadvantages of disclosing a disability to an employer. 

• You might face discrimination and/or bias and your employer may potentially fire you
• You may be treated as the “token disabled person”
• Your employer may not provide any or sufficient accommodations
• You may be overlooked during all the hiring stages, or for promotions 
• You may be treated differently due to a lack of understanding  

According to Koval, disclosing a disability is not without risk:

“There's always a risk unconscious bias could influence the hiring process, and that's of major concern, especially in nascent industries or parts of the world where awareness and inclusivity are still maturing."

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When to disclose a disability in your job search and interview process

Figuring out the answer to “Should I disclose a disability on a job application?” isn’t something to take lightly. But if you decide it’s in your best interest and want to disclose, the next question is when is the best time to do so? Consult these recommendations for every major stage of the hiring process:

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Should you disclose a disability on your resume?

The goal of submitting a resume is to get an interview. You shouldn’t disclose a disability on your resume. Instead, use Teal's resume checker to grade your resume and get guidance on how to improve it to increase your application success rate.

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Should you disclose a disability on your cover letter?

Similar to your resume, the goal of your cover letter is to move to the next stage. Disclosing a disability on your cover letter isn’t the right time or place.

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Should you disclose a disability on your job application?

If you’re given the “Voluntary Self-Identification of Disability” form, you might consider answering “yes” but only if you absolutely require special accommodations. As some others have suggested, you may put you don’t want to answer and if you move forward, you can discuss it in an interview or after getting hired.

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Should you disclose a disability during the interview process?

Discussing something as sensitive and personal as a disability should be done face-to-face. So many conversations go over better that way. You could disclose your disability during the interview process. However, with ADA protections, it might be best to disclose after a job offer.

Koval recommends disclosing a disability after receiving an offer:

“If you do decide to share, though, the best time might be after you've received a job offer—or at least during the interview stage, when you can speak about your requirements in a bit more granular detail.”

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How to disclose a disability

Once you’ve decided when to disclose a disability, you still have to figure out how to do it, which can cause emotional turmoil. You might decide to do it in the job interview or ideally, after you get hired. 

While it's also the most intimidating option, sharing in person is typically the best as you can have a conversation. If you want, you can also disclose via email. This may be easier to manage and you’ll have everything in writing. Even if you mention it in person, it’s a good idea to follow up with written communication for your records. 

While writing the body of your letter, here's some topics that you may choose to discuss:

• Identify yourself as a person with a disability
• State that you are requesting accommodations under the ADA (or the Rehabilitation Act of 1973 if you are a federal employee)
• Identify your specific problematic job tasks
• Identify your accommodation ideas
• Request your employer's accommodation ideas
• Refer to attached medical documentation if appropriate*
• Ask that your employer respond to your request in a reasonable amount of time

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The Job Accommodation Network (JAN), a resource for disability employment issues provides the following Sample Accommodation Request Letter:

Cc: appropriate individuals

Date of Letter

Your name
Your address

Employer's name
Employer's address

Dear (e.g., Supervisor, Manager, Human Resources, Personnel):
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Body of letter

Sincerely,
Your signature
Your printed name

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Using this template can provide a framework for getting started. Koval says:

“Do be specific, when disclosing, about what accommodation you would need ... you don't have to go into too much detail about your condition. The aim is to ensure the employer is clear as to their support for you doing your job.”

To help you land a new job, use Teal’s Resume Builder and the resume formatting feature to make a resume as unique as you.

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Disability on a job application examples

If you don’t need special accommodations to perform your job duties, checking “No” or “I do not want to answer” might be your best option. But every situation is unique. Whether you decide to disclose a disability can depend on the type of disability, the job you’re applying to, or the employer.

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Disclosing a disability on a job application example #1

Let’s say you have one of the top disabilities in the world, Major Depressive Disorder. You’re not currently having symptoms and it’s being managed well. You say “no” to the disability question on the form and don’t initially disclose it. 

You get the job and down the line, your symptoms start to creep back up again leading to lost productivity. It starts impacting your work, as you call out more and it’s harder to accomplish your job responsibilities. Your boss might start to see your performance suffer and think you’re not the right fit for the job. In this case, mentioning your condition to your employer could be genuinely helpful. 

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Disclosing a disability on a job application example #2

You have celiac disease, an autoimmune disorder that damages your small intestines when you ingest gluten. You are on a gluten-free diet to manage. Since you can choose what you eat, there’s no need to disclose it to your employer. 

Many people on a Celiac forum state that if you're not collecting disability benefits, then celiac disease shouldn’t be marked as a disability on the job application. However, depending on the type of job, it may make sense to disclose.

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Disclosing a disability on a job application example #3

Autism is one of the conditions listed on the voluntary disclosure form. Some commenters on Reddit have different thoughts on how to proceed about whether to voluntarily disclose disabilities or not. One person shared that when they put “prefer not to answer,” they got more calls than when selecting “yes.” 

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Another person says since they don’t need accommodations, they choose not to disclose. 

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Yet another commenter had a different perspective, wanting an inclusive employer who respects their identity at all stages.

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Disability on a job application example #4

The very nature of disabilities is that they are disabling. Depending on your condition, you may have been out of the workforce collecting disability benefits and/or receiving treatment. If your disability led to a lengthy gap in your resume, it might make sense to disclose a disability.

You might choose to select “I do not want to answer” and if your resume gap comes up in the interview, you can say you were dealing with a health matter and include what you feel comfortable sharing. 

If you want to keep it vague, you can simply say you were dealing with personal matters, which is an umbrella term for a range of things. This can help explain why you were out of the workforce for a period of time. 

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Disability on a job application example #5

Does saying you have a disability on a job application help? In some cases, it might. For example, if you’re applying for a role at an organization that serves the community you’re a part of, it may help. 

• You have celiac disease and you apply for a job with the Celiac Disease Foundation 
• You have cerebral palsy and you apply for a job with the Cerebral Palsy Foundation 
• You have a mental disorder and apply to be a group facilitator of a support group for others with the same condition
• You have multiple sclerosis and apply for a job with National Multiple Sclerosis Society
• You have lupus and apply for a job at the Lupus Foundation of America

In these specific cases, your personal experience can be helpful to the mission of the organization. You have first-hand knowledge of what it’s like living with a disability and can provide a level of empathy most others can’t provide. 

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Disability on a job application example #6

Unfortunately, discrimination still exists and there is a stigma related to certain conditions. Though that might be true for everyone, it can hit even harder if you’re applying for certain positions. For example, if you’re in public-facing roles such as:

• Police officer 
• Doctor
• Nurse
• Lawyer
• Government worker 

If you have a physical disability, it may be best to disclose it to your potential employer. If you have an invisible disability or chronic condition, you may be fearful of disclosing anything. But these roles tend to have longer vetting procedures and you want to be honest. For example, police officers have a psychological evaluation and a physical assessment. 

But if you don’t need special accommodations and it won’t impact your ability to do your job, saying “No” or “I do not want to answer” may be best.

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Make the job search easier with Teal

Should I put that I have a disability on an application or not? The answer is up to you. In general, if you don’t have to disclose, then don’t. But if you need a special accommodation to do the essential functions of the job, then sharing your disability status is extremely helpful so you get your needs met. 

Get started with Teal’s Resume Builder and Job Tracker to help you in the job application process. You can use the resume formatting feature and easily create different versions for each application in your job search. Sign up for Teal for free.

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