How to Explain Your Condition to Your Employer, If Necessary

You’re trying to manage your work responsibilities while also navigating a mental health condition. It can feel like you’re juggling two full-time jobs. You might be struggling to meet deadlines or needing to take time off for appointments. This can lead to a stressful question: Should I tell my employer about my diagnosis? And if so, how?

At Televero Health, we understand that this is a complex and very personal decision. There is no single right answer. It involves weighing the potential benefits of disclosure against the potential risks of stigma and misunderstanding. Knowing your rights and having a clear plan can help you make the best decision for your situation.

To Disclose or Not to Disclose?

First, it’s important to know that you are under no legal obligation to disclose your mental health condition to your employer unless you are asking for a specific accommodation. Many people successfully manage their condition without ever telling their boss. The decision to disclose depends on your specific needs, your relationship with your employer, and your workplace culture.

Reasons you might choose to disclose:

• You need to request a reasonable accommodation. The Americans with Disabilities Act (ADA) protects qualified employees with disabilities, including mental health conditions. If your condition is impacting your ability to perform your job, you can request a reasonable accommodation. This is the most common reason for disclosure.
• Your symptoms are noticeably affecting your performance. If your boss has already commented on your work slipping or changes in your behavior, providing an explanation can be helpful. It can reframe the issue from a “performance problem” to a “health problem.”
• You need to take extended time off. If you need to take leave under the Family and Medical Leave Act (FMLA) for your condition, you will need to disclose it.

Reasons you might choose not to disclose:

• You don’t need any accommodations. If you are able to manage your work responsibilities effectively with your current treatment plan, there may be no need to say anything.
• You are concerned about stigma. Unfortunately, stigma is still a reality in some workplaces. You might worry that disclosure could lead to being treated differently, being passed over for promotions, or even losing your job (though this is illegal).

How to Have the Conversation

If you decide to disclose, preparation is key. You are in control of how much information you share.

1. Decide who to tell. In most cases, the best person to talk to is someone in Human Resources (HR). HR professionals are trained in the laws surrounding disability and are required to maintain confidentiality. You may not need to tell your direct supervisor at all, unless you are comfortable doing so.
2. Focus on solutions, not just problems. Frame the conversation around your ability to do your job effectively. You are not asking for pity; you are proactively managing a health condition.
3. You don’t have to share your specific diagnosis. You can keep it general. You can say, “I am writing to let you know that I have a medical condition that is covered by the ADA,” or “I am dealing with a health issue that is impacting my concentration.”
4. If requesting an accommodation, be specific. A reasonable accommodation is a change to your work environment or schedule that allows you to perform the essential functions of your job. It must not cause “undue hardship” for the employer. Your doctor can help you to identify appropriate accommodations. Examples might include:
   • A modified work schedule (e.g., a later start time).
   • The ability to work from home on certain days.
   • Permission to take short breaks to manage stress.
   • A quieter workspace with fewer distractions.
   • Written instructions for tasks instead of verbal ones.
5. Provide documentation if necessary. If you are requesting a formal accommodation, your employer has the right to ask for a letter from your doctor. This letter does not need to state your specific diagnosis. It only needs to confirm that you have a medical condition and explain the work-related limitations and the need for the requested accommodation.

This can be a stressful conversation, but remember that you are taking a responsible step to manage your health and your career. Knowing your rights under the ADA can empower you to ask for the support you need to thrive in the workplace.

Key Takeaways

• • You are not legally required to disclose your mental health condition to your employer unless you are requesting a reasonable accommodation under the ADA.
  • The decision to disclose is a personal one, weighing the need for support against the potential risks of stigma.

– If you choose to disclose, it’s often best to speak with HR, focus on solutions, and be specific about any accommodations you need.
– You do not have to share your specific diagnosis. A doctor’s note can confirm you have a medical condition and explain the need for accommodations without revealing private details.

Ready to take the first step? We can help. Get started with Televero Health today.