Should I Disclose My Neurodivergence at Work? Guidance for Colorado Job Seekers and Working Professionals
One of the most common questions we hear from neurodivergent professionals in Colorado is, “Should I disclose my diagnosis at work?”
We wish we could confidently say “yes, go for it” every time. But the truth is that we’re not quite at that place yet — not as a state, and not nationally. That’s why at the Colorado Neurodiversity Chamber of Commerce we’re working every day with employers to build neuroinclusive workplaces where disclosure feels safer, supported, and genuinely respected.
Until we get there, here’s what you should know.
You Are Not Required to Disclose a Disability When Applying for a Job
Under the Americans with Disabilities Act (ADA) and Colorado’s own anti-discrimination laws, employers cannot require you to disclose a disability during the application or interview process. You get to decide if and when to share that information.
The only time disclosure might be needed early on is if you require an accommodation to complete an online application, participate in an interview, or take a skills test. In that case, you can disclose just enough information to get the accommodation — nothing more.
You Can Request an Accommodation at Any Time
Colorado follows the same ADA guidelines as the rest of the country. This means:
You can ask for a reasonable accommodation at any point — before you’re hired, after you start, or years down the line. You also don’t have to disclose everything upfront when you accept a job. Many people don’t fully understand the barriers they’ll face until they’re actually doing the work.
The key is to request support before performance issues escalate. It makes the process smoother and clearer for everyone involved.
Do You Have to Share a Diagnosis? Usually, No
Many neurodivergent people are uncomfortable sharing a formal diagnosis at work, often because of stigma or past negative experiences.
While employers are allowed to ask for enough information to confirm that you qualify for an accommodation, you often do not need to provide your specific diagnosis. You can describe the functional impact instead, such as:
“I have a neurological condition that affects executive functioning.”
or
“I have a disability that impacts sensory processing.”
Colorado law does not require employees to reveal more than what is necessary for an employer to verify the need for accommodations. You can always ask your provider to write documentation using broader, non-diagnostic language if that feels safer.
If You Disclose After a Performance Issue, the Employer Still Must Engage
Disclosure doesn’t erase past evaluations or discipline, but it does require the employer to begin the interactive accommodation process. In Colorado, as in all ADA-covered states, employers must explore what accommodations can help you succeed going forward.
This is why timing matters. Asking for accommodations earlier—before stress or burnout hits—can make the overall experience more positive.
Why This Matters So Much in Colorado Right Now
Colorado is working hard to improve employment outcomes for people with disabilities, but we still face gaps in:
employer training
understanding of neurodiversity
consistent implementation of workplace accommodations
psychological safety and inclusive culture
That’s exactly why the Colorado Neurodiversity Chamber of Commerce exists. We’re actively educating employers, offering training, and pushing for workplaces where neurodivergent professionals feel comfortable, respected, and empowered to disclose — when it feels right for them.
Until then, remember: Disclosure is your choice.
You deserve a workplace where you can thrive, with or without sharing your diagnosis.
If you ever need support, guidance, or a place to ask questions without judgment, we’re here for you.
Leslie Espinoza, Executive Director