Disclosing Neurodivergence at Work: Why, When and How?

Neurodiversity includes conditions such as ADHD, autism, dyslexia and Tourette syndrome, each bringing unique traits. Some differences are easy to notice, while others are hidden. If you’re wondering whether to tell your employer or colleagues about being neurodivergent, the main thing to remember is that disclosure is entirely optional. You might prefer to live authentically without formal conversations. However, sharing your neurodivergence might be empowering. If you decide to disclose, here are some ideas that may make it a positive and confidence-boosting experience.

Reasons you might choose to disclose your neurodivergence

Privacy matters, and concerns about bias or negative consequences are valid. Disclosure is a deeply personal choice, and there’s no universal right or wrong answer.

Misconceptions and stigma still exist, and you may worry about bias or judgement. Privacy concerns are real too. Once you share, it can feel harder to control who knows. There’s also the emotional impact to consider, especially if reactions aren’t as supportive as you hoped. Ultimately, the decision comes down to what feels right for you. But if you’re weighing up the pros and cons, here are some positive reasons why disclosure could work in your favour.

1. Showcase your strengths

Neurodivergence often comes with unique abilities that neurotypical colleagues may not have. For example, autism can bring incredible attention to detail, while ADHD might fuel creativity and problem-solving. By sharing this with your employer, you create opportunities to highlight these strengths and position yourself for tasks that let you shine.

2. Get the support you deserve

Masking can be exhausting, and you shouldn’t have to struggle in silence. Disclosing your neurodivergence allows your manager to offer reasonable adjustments, such as flexible hours, written instructions, or quiet spaces, so you can work comfortably and authentically.

3. Build better relationships

Being open with trusted colleagues can change how you connect with others. When people understand your neurodivergence, they’re less likely to misinterpret your behaviour and more likely to appreciate your strengths. This openness can improve teamwork and create a culture of empathy. For example, sharing that you prefer written communication over spontaneous calls can prevent misunderstandings and make collaboration smoother. Over time, these honest conversations help build stronger, more supportive relationships where you feel valued for who you truly are, rather than for how well you mask.

4. Create awareness and inclusion

Neurodiversity is far more common than many people realise, yet it often goes unnoticed because many neurodivergent individuals mask their differences. By sharing your experience, you can help break down stereotypes and challenge misconceptions that still exist in many workplaces. When you speak openly about your neurodivergence, you not only normalise these conversations but also encourage others to feel safe doing the same. This openness can create a culture of empathy and understanding, where differences are seen as strengths rather than obstacles.

When is the “right” time to disclose?

Here’s the good news: there’s no rulebook. You can disclose at any stage of your employment - before starting, after settling in, or when challenges arise. Don’t feel pressured because you’re new, because you’ve been there for years, or because neurodiversity comes up in conversation. The timing is yours to choose, and the decision should always feel right for you.

How to start the conversation

Once you’ve decided the time feels right and chosen who to speak to, the next question is: how do you go about it? The way you start the conversation depends on who you’re speaking to and the level of formality. If it’s a trusted colleague, keep it relaxed and natural. For example: 

“Hey, you know I was struggling with that task earlier? It might be because I’m neurodivergent, so sometimes I process things differently.”

Or: 

“I’ve got ADHD, so I work best when I can break things into smaller steps. I just thought I’d share so you understand my approach.”

If you’re speaking to your manager or HR, a more structured approach may work well. For instance: 

“I’d like to discuss something personal related to my working style. I’m neurodistinct, which means I process or communicate differently. I’d appreciate written instructions and flexible deadlines to help me perform at my best.”

Or: 

“I have autism, which means I sometimes find back-to-back meetings overwhelming. Could we look at scheduling breaks or providing agendas in advance?”

You can also frame it around collaboration: 

“I wanted to share that I’m neurodivergent because it helps explain how I work. I’d love to talk about ways we can make communication easier for both of us.”

The key is honesty and clarity. You don’t need to share every detail - just what helps you thrive. Focus on practical needs and strengths rather than labels alone. This makes the conversation constructive and sets the stage for positive support.

After disclosure: what to expect

Once you’ve shared, you might feel a wave of relief, or old worries might resurface. Both reactions are valid. Lean on your support network, whether that’s friends, colleagues, or HR. Remember, disclosure is about creating an environment where you can thrive authentically, and that might be something worth celebrating.