No. You are not required to disclose a mental health condition just to work or accept a job. Disclosure is entirely your choice. You can decide if, when, and how much to share. 

Employers generally cannot ask about mental health conditions before making a job offer, except in limited situations where it is directly related to job safety (for example, pilots, emergency responders, or heavy machinery operators). 

Generally, you only need to disclose your mental health condition if you want to request reasonable accommodations at work. This allows your employer to identify practical ways to support you while keeping information confidential. 

Disclosure is optional, but it can give you access to reasonable accommodations under the ADA, such as: 

• Flexible work hours – adjusting start and end times  
• Modified workloads or deadlines – reducing or prioritizing tasks to manage stress 
• Quiet or private workspace – minimizing distractions to support focus and concentration 
• Remote or hybrid work options – working from home when needed 
• Scheduled breaks – taking additional short breaks to manage fatigue or stress 
• Time off for therapy or medical appointments – allowing scheduled absences  
• Assistive technology or software – tools to support concentration, organization, or task management 

Disclosure also begins the interactive process, a collaborative conversation with your employer to explore accommodations that meet your needs while ensuring your team and organization can continue to function effectively.  

Sharing your needs can help your employer understand how to support you and foster a more inclusive, supportive workplace. By choosing to disclose, you not only advocate for yourself but can also help normalize mental health conversations for others. 

If you decide to disclose a mental health condition, the best place to start is Human Resources (HR) or a designated accommodations officer. These teams are typically responsible for handling formal accommodation requests and maintaining confidentiality.  

You may also choose to talk with your manager, especially if they are supportive and have been part of past accommodations conversations. That said, make sure HR or the accommodations officer is informed as well, so the request is handled properly under ADA guidelines. 

If your workplace has an Employee Assistance Program (EAP), reaching out for support can be a valuable step. The EAP provides a confidential space to discuss your concerns, receive guidance, and explore potential supports. However, the EAP does not replace the formal ADA accommodation process. Any official requests must go through HR or a designated accommodations officer. 

When requesting a mental health accommodation, focus on how your condition affects your ability to perform your job, rather than providing your full medical history or diagnosis. For example, you might explain difficulties with concentration or the need for flexible hours. 

Under the Americans with Disabilities Act (ADA), your employer is required to provide reasonable accommodations if you have a qualifying disability, they are aware of it, and you can perform the essential functions of your job with the accommodation. Typically, this means you will need to provide enough information to explain your functional limitations and why a specific accommodation is needed. Your employer may ask for medical documentation to support your request. 

Practical steps for disclosure and requesting accommodations: 

1. Start with a collaborative conversation. Consider discussing your needs with your supervisor or Human Resources. Be clear about what aspects of your work are affected and the accommodations that could help.
2. Consult your treating provider. They can help identify accommodations that would support your productivity and provide the necessary documentation. A comprehensive list of disability, limitation, and work-related function can be found here.
3. Be specific about your needs. Explain the functional challenges you’re experiencing at work and the accommodations that could help. Emphasize that these adjustments aim to improve your ability to perform your job effectively.
4. Submit your request in writing. A written request ensures clarity and creates a record. The Job Accommodation Network (JAN) offers guidance and a template for writing accommodation requests. Include any medical documentation that justifies your request. 

It’s completely understandable to feel unsure about disclosing a mental health condition at work. But it is important to know that retaliation for requesting a reasonable accommodation is illegal under the Americans with Disabilities Act (ADA). Your employer cannot punish you, treat you unfairly, or deny opportunities because you asked for support. 

Once your accommodation is approved, your employer should work with you to develop a clear plan for putting it into place. This may include outlining what the accommodation is, when it will begin, who is responsible for each step, and whether any training or adjustments are needed to help you use it effectively. The goal is to ensure the accommodation helps you perform the essential functions of your job. 

You and your employer should continue checking in to make sure the accommodation is working as intended. If something isn’t effective, or if your needs or job responsibilities change, you can revisit the conversation and adjust the accommodation. 

Both you and your employer should keep clear documentation throughout the process. This includes noting key dates, decisions made, what was implemented, and any changes over time.Good documentation helps ensure consistency and update the accommodation in the future. 

Yes, but only under limited circumstances. An employer can deny an accommodation if it would cause an undue hardship, meaning significant difficulty or expense, or if it would prevent you from performing the essential functions of your job. Employers are still expected to engage in the interactive process to find alternative accommodations whenever possible. 

Employers are not required to remove essential job duties, create new jobs, lower performance standards, or provide accommodations that fundamentally alter business operations. 

The Family and Medical Leave Act (FMLA) can be an important support if you’re experiencing a mental health condition that requires time away from work. FMLA allows eligible employees to take up to 12 weeks of job-protected, unpaid leave in a 12-month period for serious health conditions—including mental health conditions. 

You may be able to use FMLA if you need time off for: 

• Therapy, counseling, or medication management 
• Intensive outpatient programs (IOP) or inpatient treatment 
• Periods of acute symptoms that make it difficult to work 
• Caring for a spouse, child, or parent receiving mental health treatment 

To use FMLA for mental health: 

• You must be eligible (typically 12 months of employment and 1,250 hours worked, at an employer with 50+ employees). 
• You’ll need to submit a request through HR. 
• Your healthcare provider must complete a medical certification showing the need for leave. You don’t have to disclose your diagnosis—only how your condition affects your ability to work. 

FMLA is different from ADA accommodations. 

• ADA accommodations help you stay at work with adjustments. 
• FMLA provides time away from work when you need it for treatment, recovery, or support. 

You can use one or both, depending on your needs. HR, your EAP, or your healthcare provider can help you think through what makes the most sense for your situation. 

Taking FMLA for mental health is your right—and an important step in protecting your well-being when you need dedicated time to heal or support a loved one. 

If you need additional support or information, you can reference: 

• HR or a designated accommodations officer within your organization 

• Employee Assistance Programs (EAP) for confidential guidance 

• EEOC: Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights Guide 

• ADA National Network: A Guide to Requesting Reasonable Accommodations 

• Job Accommodation Network A to Z Disabilities Guide & Accommodations Request Template 

• FMLA Resource Guide 

• HOP Framework for Disclosure Guide 

• NAMI StigmaFree Employee Guides & Seeking Accommodations Guide 

• NAMI-NYC Workplace Mental Health Resources 

• Forbes Ten Myths About Accommodations in the Workplace