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What to Consider Before Disclosing a Disability on a Job Application

  • Published: July 5, 2022

Toeing the line between disclosing information about your private life and being honest about a disability can be challenging, particularly when you’re pursuing a job. There are some cases in which it may behoove you to disclose that you have a disability. In other situations, you may prefer to keep this knowledge to yourself.

What specific elements should you consider before disclosing a disability on a job application, though? Most of the time, it’s best to consider an employer’s opinions on accessibility and your need for workplace accommodations. If you want help understanding what your employment rights may look like, you can collaborate with our disability attorneys while applying for work.

You Do Not Have to Disclose a Disability on a Job Application

There may be common symptoms shared between disabilities, but a condition doesn’t always manifest the same way between two people. Some disabilities are even unseen to the unknowing eye. With that in mind, determining whether or not to disclose a disability on a job application can sometimes become a matter of personal desire.

You are under no legal obligation to disclose a disability on a California job application. This means that if you would rather not discuss your health with a possible employer, it’s not required. In that same vein, discrimination against disabled employees and interviewees is illegal throughout California.

Employers may never ask probing questions about your health or previous doctors’ appointments. You are similarly entitled to keep information about previous workers’ compensation benefits private. If you feel a potential employer is invading your right to privacy, you can contact California attorneys for representation.

Important Questions to Consider Before Disclosing a Disability on a Job Application

It is up to you to determine how you want to address a disability on your job application. Before you go into the details of a condition, however, you may want to ask yourself the following questions:

What’s the Workplace’s Reputation?

There are several resources disabled employees can use to share information about their employers. If you’ve heard that a particular employer is open to new information about accessibility and/or office aids, you may feel safe disclosing information about your condition on an applicable job application.

Alternatively, you may feel disinclined to share information about your condition with a company that has a bad reputation for accommodations. Make sure you vet a potential employer ahead of time for the best application and interview experience.

Do You Need to Request Workplace Accommodations?

If you intend to ask for workplace accommodations for your condition, you may need to include information about your disability on your job application. Provided that the workplace is accepting of people with disabilities, you may even have the chance to request accommodations in your initial interview.

Disability-friendly workplaces want to make it as easy as possible for you to complete your day-to-day tasks. Note, then, that in disclosing a disability with your workplace, you’re making it easier for yourself to work with the company. That said, you can still draw a professional boundary between your health and employment.

You should never be pressed to share detailed medical information with an employer. If you face pressure to share HIPAA-protected information with a current or possible employer, you can contact our lawyers for representation.

Our Team Can Represent Your Interests as You Apply for Work

Disabilities impact everyone in different ways. Even after you’ve learned how to contend with your condition on your own, it’s up to you to determine if you need to disclose a condition to your employer. No employer, however, can force you to disclose a disability. Any employer who tries can be held accountable for that overstep in civil court.

If you have questions about how you could discuss your disability with a potential employer, let our team know. You can schedule a case consultation with KCNS Law Group’s personal injury attorneys to learn more about what duty of care an employer needs to meet. Schedule a free consultation by completing our contact form or calling (877) 513-9007.

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