Overview
Whether, when and how to tell an employer is a personal choice. There are pros and cons either way.
Key points to understand
- You are not legally required to disclose — but you can only access Equality Act protection if your employer knows or 'reasonably should have known'.
- Disclose at application, interview, on offer, or after starting — each has trade-offs.
- Many employers respond well; some don't. Plan for both.
- You can disclose privately to occupational health and decide who else knows.
Practical strategies that help
- Practise a short, factual disclosure script.
- Frame it as strengths + adjustments needed.
- Get HR confirmation in writing.
- Connect with an internal neurodiversity network if there is one.
Common challenges to be aware of
- Negative responses to disclosure may amount to discrimination — keep records.
- Disclosing late (after problems start) is still protective.
How Bright Steps can help
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References & further reading
✏️ This article will be expanded with rich, UK-specific content, case studies, video explainers and downloadable resources. If you'd like to contribute a story or suggest a correction, contact the Bright Steps editors via the Community page.