When to Tell Your Boss About ADHD (And When Not To)

Quick Overview

Deciding whether to disclose an ADHD diagnosis in the workplace depends on individual circumstances, but generally, disclosing before problems arise is recommended to secure reasonable accommodations under the ADA, though some may prefer to wait until issues occur or if they feel safe doing so, knowing that HR can mediate confidentially.

Key Points: Disclosing ADHD in the workplace is nuanced, with some advocating for disclosure to access accommodations under the ADA, while others prefer not to disclose due to potential bias or stigma. If ADHD significantly impacts major life activities (like working or concentrating), it is considered a disability under the ADA, entitling employees at organizations with 15+ employees to reasonable accommodations. When disclosing, an employee has three main options: only the diagnosis, the diagnosis plus the struggle, or the diagnosis, the struggle, and a specific accommodation request (e.g., noise-canceling headphones, clear written instructions, regular check-ins). The speaker's general bias favors disclosing before problems arise to proactively manage expectations and secure necessary support, like structured planning tools such as Sunsama. If disclosing, you can tell your manager directly if comfortable, or go through HR, as HR communication regarding disability is protected medical information in the U.S. The ultimate goal of disclosure is to combat bias and stigma, make the workplace safer for everyone, and proactively address challenges like time management or prioritization.

Context: This video addresses the complex decision of whether an individual with ADHD should disclose their diagnosis to their employer in a professional setting. The speaker explores the pros and cons of disclosure, touching upon legal rights under the Americans with Disabilities Act (ADA) for reasonable accommodations, common disclosure strategies, and the role of HR in maintaining confidentiality. The speaker also shares personal experiences and advocates for proactive disclosure, especially when struggling to meet job expectations due to ADHD symptoms.