Telling your employer about ADHD or autism: pros, cons and your rights

Disclosing ADHD or autism at work is a personal choice. Some people share early and find it opens the door to support. Others keep it private, share only what they need, or wait until they know their workplace better.

There is no single right answer. This guide explains when you may need to share, the possible benefits and risks, your rights under Australian law, and practical ways to plan the conversation if you decide to go ahead.

Do you have to tell your employer?

In most situations, no. JobAccess, the Australian Government’s national hub for disability employment information, says that if your disability does not affect your work or safety, you do not have to mention it (JobAccess).

JobAccess suggests telling your employer if your disability:

• affects how you do your job
• creates safety concerns for you or others
• requires medication that affects work safety

JobAccess also notes that employers cannot ask about your disability unless it directly affects your ability to do the job or creates a safety risk. They cannot ask general questions about your health or how your disability developed (JobAccess).

Some roles have specific health or safety standards, such as jobs involving driving or operating machinery. If this applies to you, check the requirements for your role.

Your decision can also change over time. You might keep things private in one job and share in the next, or share once you trust your manager. Each choice is yours to make.

Possible benefits of sharing

• Access to adjustments. It is easier to ask for changes such as written instructions, flexible hours or a quieter workspace when your employer understands why.
• Clearer legal protection. JobAccess advises employers that their duty to make reasonable adjustments applies when they know an employee has a disability (JobAccess).
• Better understanding. Colleagues may be less likely to misread things like avoiding eye contact, needing breaks or missing a verbal instruction.
• Less masking. Hiding your traits takes energy. Some people find sharing lets them work more naturally.
• Connection. Some workplaces have disability or neurodiversity employee networks, which can offer peer support and practical tips.
• Funding support. Some supports, such as those through the Employment Assistance Fund, involve your employer knowing about your needs.

Possible downsides and worries

• Stigma. Some people still hold outdated ideas about ADHD and autism.
• Being treated differently. You may worry about being passed over for projects or promotion.
• Privacy. Once you share, you cannot take it back, and you may not control how people react.
• Explaining yourself. Some people do not want to educate others about their diagnosis.

Some people also carry memories of past workplaces where sharing did not go well. That history matters, and it is okay to take your time.

Discrimination because of disability is unlawful, but that does not mean it never happens. Weighing these risks against the benefits is reasonable. You know your workplace better than anyone.

You have more than two options

Disclosure is not all or nothing. You might:

• share your diagnosis with your manager, HR or both
• share only your needs, such as I work well with written instructions, without naming a diagnosis
• share with one trusted colleague first
• wait until you have settled into the role

Partial disclosure can be a good middle path. For example, a person might tell their manager that they process spoken information more slowly in noisy rooms and ask for meeting notes afterwards. The request is clear and practical, and the person keeps control over their personal health information.

Thinking about timing

How to plan the conversation

1. Decide what you want. Is it understanding, a specific adjustment, or both?
2. Choose who to tell. Your manager, HR, or someone else you trust.
3. Prepare a short script. For example: I have ADHD. I do my strongest work when I get instructions in writing and have a quiet space for focused tasks. Could we try that?
4. Lead with strengths and solutions. Mention what you bring as well as what helps you.
5. Ask about privacy. Agree on who else will be told, if anyone.
6. Follow up in writing. A short email confirms what was agreed and when you will review it.

If the conversation does not go well

Sometimes a manager reacts poorly or does not follow through. Keep notes of what was said and when, and follow up in writing. You can ask HR for help, contact JobAccess for advice, or speak with your union. Give people a chance to learn, but you do not have to accept unfair treatment.

Some people bring a letter from a doctor or psychologist that describes their needs. You do not have to share a full assessment report. A shorter letter that focuses on work-related needs is often enough.

Your rights and protections

The Disability Discrimination Act 1992 protects employees with disability. The Act defines disability broadly, including neurological, learning and psychiatric conditions. It also covers disability that others believe you have (Australian Human Rights Commission).

• Employers must make reasonable adjustments unless this would cause unjustifiable hardship.
• JobAccess says that if you mention your disability to someone at work, they cannot tell anyone else without your permission.
• Employees with disability who have worked for the same employer for at least 12 months can request flexible working arrangements, and employers must respond in writing within 21 days (Fair Work Ombudsman).
• You can make a free complaint to the Australian Human Rights Commission on 1300 656 419 if you believe you have been discriminated against.

JobAccess advisers can also give free, confidential advice on 1800 464 800. This is general information, not legal advice. For advice about your situation, speak with a lawyer, your union or a community legal centre.

Invictus Health कैसे मदद कर सकता है

Some of our psychologists and counsellors work with neurodivergent adults. You can use our find a practitioner page to choose someone who suits you.

If you are unsure whether you are ADHD or autistic, our ADHD and autism assessments can help you understand your profile. If worry about work is affecting your wellbeing, our anxiety and stress counselling may help.

Please speak with a qualified professional about your own situation.