Should you disclose autism or ADHD on a job application?

A few years ago I posted a short reminder on LinkedIn. It’s still one of my most-liked posts, with more than 1,400 reactions. Here it is in full:

Friendly reminder that you should never be scared to disclose your autism/ADHD/dyslexia/dyspraxia/neurodivergence of any kind on a job application. Any employer that would let a disability disclosure cloud their judgement is an employer that’s not worth your time. Less “am I good enough for them?”… More “are they good enough for ME?”

I still believe every word of it. But I also know that “never be scared” is easier to say than to do, so I want to talk about why so many of us are scared, and how to flip the question around.

Why disclosing neurodivergence feels so risky

You’re not imagining the fear. The government-backed Buckland Review of Autism Employment (2024) found that only around 35% of autistic employees are fully open about being autistic, and 1 in 10 don’t tell anyone at work. For those who do disclose, the most common time to do it is after starting a job, which the review describes as a persistent and well-founded fear of discrimination during recruitment.

I’ve felt that fear. I was diagnosed with ADHD at 5 and autism at 6, and growing up I was expelled and fired a few times. In one role I was asked to be “less autistic”. That’s the kind of comment that makes you think twice before ticking the box next time.

Disclosure isn’t the end of the conversation

Here’s something I’ve learned: telling an employer isn’t a magic switch. What matters is what they do next.

In one job, I disclosed that I was autistic at interview and they asked if I needed any adjustments. I said no. Then in my first two weeks my manager left an A4 sheet on my desk with instructions in capitals, in size 42 font. She was trying to be kind, but she never talked to me about it first. I felt singled out, and I ended up leaving.

So disclosure on its own doesn’t guarantee a good experience. But how an employer responds to it tells you a huge amount about them, and that’s exactly why I think it’s worth paying attention to.

Flip the question: are they good enough for you?

When you disclose, you’re not just giving information. You’re testing the employer. A good one will:

• Ask you what helps, rather than assuming

• Offer adjustments to the interview process, like sharing questions in advance or letting you answer in writing

• Treat it as a normal part of hiring, not a red flag

• Judge you on what you can do in the role

An employer that lets a disclosure cloud their judgement is showing you, early and for free, what it would be like to work there. That’s information worth having before you sign a contract, not six months after.

So instead of “am I good enough for them?”, try asking: are they good enough for me?

What the law says (in brief)

In the UK, employers have a legal duty to make reasonable adjustments for disabled workers, and that applies during recruitment too. Whether autism, ADHD, dyslexia or dyspraxia counts as a disability depends on how it affects you, but many neurodivergent people are covered. Acas has clear guidance on neurodiversity at work if you want to read more. This isn’t legal advice, just a pointer to the official sources.

It’s your choice, and either choice is valid

I’ll be honest: “never be scared” doesn’t mean you have to disclose. It’s your information, and you decide who gets it and when. Some people disclose on the application. Some wait until the interview, or until they’ve started. Some never do. None of those choices make you less neurodivergent or less deserving of support.

What I want is a world where disclosing is a safe, boring, normal thing to do. That only happens when enough employers prove they can handle it well. That’s a big part of why I started Neuropool in 2019: to connect neurodivergent people with employers who actually want to get this right.

Find employers who want you as you are

If you’re neurodivergent and job hunting, search roles with inclusive employers on the Neuropool jobs board. If you’re an employer and want disclosure to feel safe in your hiring process, book a demo with Neuropool and we’ll show you how we help.

Originally shared on LinkedIn: read Jack’s original post.