Disclosure is making a disability known or revealing a hidden disability. Once the employer is aware of the disability, they can ensure the required supports and accommodations are available, and comply with their responsibilities under equality and health and safety legislation.

Employers should be aware that:

  • A person with a disability has the choice whether or not they tell you about their disability.
  • There are a number of benefits to the employee in disclosing their disability to you as their employer as you have a duty to make reasonable adjustments or accommodations and ensure the workplace is accessible. Ensure they are aware of these and that you accommodate all disabilities in your workplace.
  • Employers can create a workplace culture where disclosure is embraced by asking all employees whether their needs are being accommodated and opening up discussions about supports available in the workplace with all staff.
  • You should be clear on the competencies required for a job from the initial stages of advertising and provide as much information as possible.
  • At interview stage, you should provide multiple opportunities and avenues for disclosure of an applicant’s disability.
  • You should have clear procedures in place when someone discloses a disability including why you need to know, what will happen with the information, how it will be used and who will have access.
  • Whether a person applying for a job in your company tells you during the recruitment and selection process that they have a disability or, if a person working for you tells you they have a disability it is important to treat the information in the same manner.
  • Medical terms, names or categories of disability tell us very little about an individual’s capability. Focus on the abilities of the person and what might be impacted as a result of a disability. Work with the person to facilitate supports and accommodations.
  • Don’t be afraid of not knowing anything about disability – the person with a disability is the expert and disability affects everyone differently. Ask the person for guidance on the supports they may need at work.
  • Remember that the person with a disability is also anxious about disclosure. They are often not sure how to approach their disclosure and worry about how it will be received. They might want to make their employer aware but are afraid of any negative consequences or stigma. Consider whether a job applicant or employee has attempted to disclose. They may think that they’ve told you about their disability without being explicit e.g. there may be something on their CV or they may have talked about working with a disability charity in a volunteer capacity.
  • There are many grants available to financially support employers.

Guiding Principles for Disclosure

  • Approach the treatment of the information with an open mind and in a positive and constructive manner, acknowledging the challenge of disclosure of disability in recruitment or job retention circumstances.

  • Actively listen to what the individual has to say and take notes of the exact nature of the impact of their disability.

  • Give time to the person to explain their disability to you as they may be nervous about confiding such personal information with a stranger/employer and may be wary of a negative reaction.
  • Confidentiality of information shared should be protected at all times.  
  • Ask about whether they will require any supports in employment. They may even be able to tell you what supports they require or where to access the information.
  • Contact your local Department of Employment Affairs & Social Protection office for information on the types of grants and supports that are available to you. A person with a disability may be unsure of what supports they require if they are returning to employment having acquired a disability or if they are applying for a job.
  • At interview, do not diverge from the list of interview questions. It is very important to ask the same questions of all candidates.
  • Do not ask any questions about their disability which do not relate to job performance or supports required in the workplace.
  • Assume that it is possible to accommodate the person’s disability. This can be discussed at a later stage if the person is successful.
  • Do not make any firm decisions or conclusions based on a person’s disability. Be open to difference and focus on their knowledge and abilities instead.

More Information

  1. Further resources for Disclosure can be found in the Useful Links section.
  2. See Reasonable Accommodation Passport scheme.

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