Talking to Employers about Disability, Neurodivergence or Health Condition

Under the UK's Equality Act 2010, disability includes physical or mental impairments that have a substantial and long-term negative effect on a person’s ability to carry out normal daily activities. Long-term usually means that the impairment has lasted, or is likely to last, for 12 months or more. 

This can include, but is not limited to:

• sensory or mobility impairments
• neurodivergence, such as autism, ADHD, dyslexia or dyspraxia, where this meets the legal definition of disability
• long-term mental health conditions
• long-term illnesses or fluctuating conditions
• conditions such as cancer, HIV and multiple sclerosis, which have specific protection under the Equality Act

You may also be protected if you had a disability in the past.

You do not need to be certain whether you meet the legal definition before speaking with us. If you would like to talk through how your circumstances may affect your career planning, applications or transition into work, you can book a careers appointment.

Many students worry that an employer may view them less favourably if they share information about a disability, health condition or neurodivergence. This concern is understandable. However, many employers are increasingly aware of the importance of inclusive recruitment and workplace support.

There can be benefits to talking to an employer, including:

• requesting adjustments or support during the recruitment process
• requesting adjustments once you are in role
• helping an employer understand how you work best
• explaining something relevant in your application, such as a gap in education, lower grades or limited work experience
• taking more control over what you share and how you share it
• discussing strengths and skills you have developed through managing your disability, health condition or neurodivergence

It can be useful to think through the benefits and risks from your own perspective before making a decision. If you would like to talk this through, you can book a 1:1 appointment through CareerConnect.

In most cases, no. You are usually under no legal obligation to share information about your disability, health condition or neurodivergence with an employer.

However, there may be some situations where you need to provide relevant information. For example, this may apply if there are health and safety implications, or if you are applying for a role with fitness to practise requirements, such as medicine, teaching or some regulated professions.

You may also choose to share information if you need adjustments during recruitment or once you are in work. Employers are required to consider reasonable adjustments when they know, or could reasonably be expected to know, that someone is disabled. 

There are several points when you might choose to share information with an employer. You might do this:

• in an application form, CV or cover letter
• when invited to an interview, test or assessment centre
• after receiving a job offer
• before starting the role
• once you are in post

The right time will depend on your circumstances, the recruitment process and what support you need.

There can be benefits to sharing information earlier. For example, it gives the employer more time to arrange adjustments, and it allows adjustments to be made before an assessment takes place. If you only tell an employer after an assessment, they may not be able to take this into account retrospectively.

However, some students prefer to wait until they have been invited to interview, received an offer or started the role. This is also valid. The key question is: what information does the employer need, and when do they need it, to support you fairly?

You do not need to share everything. In most cases, it is enough to explain what is relevant to the recruitment process or role, and what support or adjustment would help.

You may find it useful to:

• describe your disability, health condition or neurodivergence briefly and clearly
• explain how it may affect you in this specific recruitment process or role
• say what support or adjustment would help
• avoid jargon where possible
• focus on practical information the employer can act on
• practise what you want to say so that you feel more confident

For example:

I have a condition that affects my concentration and processing speed, particularly in timed tasks. For the written exercise, I would be grateful for 25% extra time and written instructions so that I can demonstrate my skills fairly.

Or:

I am autistic and can find unexpected changes or unclear instructions difficult to process quickly. It would help me to receive a schedule for the assessment day in advance, including timings, task formats and who I will meet.

MyPlus has developed a useful guide to help you write your own “openness statement”, which can support you in explaining your disability, strengths and any adjustments you may need.

Talking to an employer about disability, neurodivergence or health does not mean focusing only on barriers. You may also want to talk about the skills and strengths you have developed.

These might include:

• problem solving
• resilience
• organisation
• communication
• empathy
• creativity
• attention to detail
• self-awareness
• adaptability
• determination

You should not feel under pressure to present disability or neurodivergence as a “superpower”. It is enough to be honest, balanced and clear about what helps you work well.

Reasonable adjustments are changes that reduce or remove barriers for disabled applicants and employees. They can apply during recruitment and once you are in work. Adjustments are not about giving someone an unfair advantage. They are about making sure you have the right support to demonstrate your skills and do your job well.

Examples might include extra time for tests, written instructions, accessible interview rooms, breaks during an assessment centre, assistive technology, flexible working hours, a workplace buddy, or time off to attend medical appointments.

For more detailed guidance, including examples of adjustments and how to request them, see the Getting Workplace Adjustments page.

If you are unsure whether to talk to an employer, what to say, or how to request support, you can book a careers appointment. We can help you think through your options and prepare for the conversation.