Disclosing information about your disability is a very important personal decision. Each situation is different and depends on a number of factors, such as personal needs, job description, whether or not your disability affects you at work (and in what way), accommodations that may be required, and the culture of the company with which you’re employed. You have a legal right to reasonable accommodation, however, to receive those accommodations you must make your need for them known (note: this does not mean you need to disclose your diagnosis). There is no time limit or window regarding disclosing your need for accommodation. It can be done at any time, whether it be when you’re first hired, or many months or years into the job.
We recommend that you speak with your manager about any barriers you may be experiencing to discuss accommodation ideas that may be used. If you feel that your accommodation needs are not being met by your employer, you can advise your manager that you would like to resolve the situation with a neutral third party, like JAS®. YOUR EMPLOYER IS RESPONSIBLE FOR INITIATING CONTACT WITH JAS® TO REQUEST AN ASSESSMENT. Please feel free to share the brochure and resources found on this website, or have your manager contact us directly at firstname.lastname@example.org.
You do not need to disclose your disability to your employer. Employers are required to respect your privacy and confidentiality while fulfilling their obligations under the duty to accommodate. Although not entitled to know your exact diagnosis, your employer is entitled to receive sufficient information to provide effective solutions. Your employer may request documentation. If you’re required to provide documentation, it should focus on the functional limitations you’re experiencing without disclosing your diagnosis.
As an employee, it is your responsibility to make a request for accommodation with your employer. You cannot assume that your employer knows about or even suspects your need for an accommodation. An employer CANNOT be held liable for not providing accommodations if they were not made aware that those accommodations were required. You can tell your employer that you require an accommodation due to disability or functional limitation(s), and outline the type(s) of accommodations that you require. You do not have to disclose the nature of your disability. Instead, focus on the limitations and barriers that you are experiencing. This will help your employer understand what type of accommodation(s) may be needed. Sometimes, the nature of the disability (for example, mental health) may interfere with your ability to request an accommodation. If this is the case, the onus to initiate the accommodation process shifts to the employer. Do not assume, however, that your employer is aware of your limitations if you do not voice them. Employers are required to accommodate up to the point of ‘undue hardship,’ which is invoked if providing accommodations would bring about unreasonable difficulties based on healthy, safety, and/or financial considerations. Your role throughout the accommodation process involves open communication, participation, and cooperation with the JAS® specialist and assessor(s).