Work & Employment • Workplace Rights & Employment Guidance

Disclosure at Work

Disclosure is personal. This page can help you think through whether, when, how and how much you may want to share about disability, neurodivergence, mental health, health conditions or workplace support needs.

What Does Disclosure Mean?

At work, disclosure usually means sharing personal information that another person may not otherwise know — for example a disability, health condition, neurodivergence, mental-health condition or another factor that affects work.

Disclosure does not have to mean telling your whole story. You may choose to talk about a barrier, support need or adjustment without sharing every personal detail.

1. Think

What is happening, what do I need, and what outcome am I hoping for?

2. Choose

Decide whether disclosure feels useful and what information feels relevant.

3. Plan

Prepare what you want to say, ask for or put in writing.

4. Share

Use the communication method and timing that works best where possible.

5. Ask for Support

Request the adjustment, clarification, follow-up or support you need.

Do I Have to Disclose?

In New Zealand, Employment New Zealand says job applicants and employees do not have to disclose that they are disabled or have a health condition simply because they are applying for a job or are already working.

However, there can be situations where withholding information has consequences — for example where a condition affects whether work can be performed safely or properly, or where relevant information is needed to manage a genuine workplace risk.

This is general information, not legal advice. Whether disclosure is required or advisable can depend on the job, the information involved, health and safety issues, contractual duties and the law that applies where you live.

Reasons I Might Choose to Disclose — or Not

I Might Choose to Disclose Because...

  • I want to request a workplace adjustment.
  • A barrier is affecting my work and I want help addressing it.
  • I want my manager to understand a communication or support need.
  • I need to explain a change in health, capacity or attendance.
  • I feel safer or more comfortable being open with a trusted person.

I Might Choose Not to Disclose Because...

  • The information is private and not currently relevant to my work.
  • I am not asking for support or an adjustment right now.
  • I want more time to think about the decision.
  • I want advice before sharing sensitive information.
  • I am concerned about stigma, misunderstanding or how the information may be handled.

How Much Do I Need to Share?

A useful question is not only “Should I disclose?” but also “What information is actually relevant to this workplace need?”

The Barrier

What part of the job, environment or process is difficult?

The Impact

How does that barrier affect your ability to participate, communicate or complete work?

The Support

What change, adjustment or communication approach could help?

Example approach: “I process detailed verbal instructions more reliably when I also receive the key points in writing. Could we use a short written follow-up after important meetings?”

Choosing Who to Tell and When

You may have choices about who receives the information and how the conversation happens.

Who Might Be Relevant?

A manager, HR contact, workplace health and safety person, occupational health provider, union representative, support person or another authorised contact may be appropriate depending on the situation.

When Might Feel Better?

Some people disclose before starting a role, some after beginning work, some when a barrier appears, and some when requesting a specific adjustment. There is no single timeline that fits everyone.

Disclosure and Workplace Adjustments

Sometimes disclosure is connected to a request for a workplace adjustment. It may be helpful to focus on the barrier, the work impact and the practical change you are asking the employer to consider.

Explore Workplace Adjustments

Planning What I Want to Say

Before I Share

  • What do I want the other person to understand?
  • What information am I comfortable sharing?
  • What support or adjustment am I asking for?
  • Would I prefer speaking, writing or having a support person present?
  • Do I want time to review any decision before agreeing to it?

Possible Opening Phrases

Needs-focused: “There is something affecting how I manage this part of the job, and I would like to discuss a practical adjustment.”
Information-focused: “I want to share some information that is relevant to how I work best.”
Written option: “I find it easier to explain this clearly in writing, so I have set out the main points below.”

Privacy and Confidentiality

In New Zealand, employers must comply with the Privacy Act 2020 and privacy principles when collecting, storing, using and sharing employee information, including information about applicants.

Questions You Can Ask

  • Why is this information being requested?
  • Who will be able to access it?
  • How will it be stored?
  • How will it be used?
  • Does everybody being copied into this information actually need it?

Keep Your Own Records

If disclosure leads to an adjustment request or an important workplace decision, keep copies of relevant emails, letters, forms, meeting notes and agreed actions.

What If Disclosure Does Not Go Well?

If you feel misunderstood, treated unfairly, pressured to provide unnecessary information or worried about how your information has been handled, you can pause and get advice.

Write Down What Happened

Record dates, conversations, requests and responses while they are fresh.

Ask for Clarification

If appropriate, ask what decision was made, why, and what process applies next.

Find Support

A union, advocate, employment adviser, privacy adviser, community organisation or lawyer may be helpful depending on the issue.

Official New Zealand Guidance

Use current official information for legal, privacy and rights questions.

Employment NZ — Disclosure & Good Faith

Official guidance covering disclosure of a health condition or disability in the employment relationship.

Read Employment NZ guidance

Disclosure at Work Around the World

Disclosure, privacy, disability discrimination and workplace-accommodation rules differ by country and region. Terms such as disclosure, reasonable adjustment and reasonable accommodation may also be used differently.

International expansion banked: during the later Work & Employment international audit, this page can be expanded with clearly labelled country and regional pathways using official local sources. Visitors outside New Zealand should check their official employment, labour, equality, privacy or disability-rights authority.

Practical Tools & Resources

As matching resources are completed, this page can connect into the central Aspie Answers Resources & Downloads Library.

Disclosure Decision Planner

Think through reasons, concerns, timing, who to tell and what outcome you want.

What I Want to Share

A worksheet for separating relevant workplace information from details you prefer to keep private.

Disclosure Conversation Planner

Prepare key points, questions, adjustment requests and follow-up notes.

You Choose What Is Right for You

Disclosure can involve privacy, safety, trust, access and practical workplace needs. You are allowed to think it through, ask questions, get advice and decide what information feels relevant to share.