![]() Further, you have more to lose than gain at the interview stage. It wasn’t because of her disability, her GPA was low. Yet employers are good at finding reasons not to hire. Technically, employers cannot discriminate. On the other hand, you may decide not to disclose. From the get-go, you are saying who you are loudly and proudly.Īnd again, your employer cannot legally fail to hire you because of a disability.įurther, your potential employer’s reaction to your disclosure will give you insight into how they will accommodate your illness on the job. Some people may want to disclose because it gives them a sense of empowerment. But remember, you are not required to disclose your mental health disorder during the interview process. You are protected under the law if you decide to disclose. Your decision on whether to disclose here is deeply personal. You may be wondering whether you should disclose your mental illness before your interview? And companies try to avoid them the best they can. They do not want to get sued.įailure to accommodate a recognized disability can lead to a lawsuit under the ADA. Most companies now understand that diversity and inclusion amongst its workforce is a good thing for the company.īut there is another reason why companies care. This may be in the form of seminars, meetings, or presentations regarding mental health in the workplace. The majority of companies go out of their way to make their support known. This might help you perform better at your job. Usually, this means that your employer won’t fire you for a period of time.įurther, you are entitled to ask for a reasonable accommodation. When you disclose, your employer cannot retaliate against you. The ADA provides certain job protections. And, more practically, if you are doing well at work, your company will never know.īut, if you do not disclose, you will forfeit ADA protections. ![]() Your mental health is a part of your confidential medical records. ![]() You should know that you always have the option not to disclose. Either way, you should still, as always, consult a lawyer.Īt the very least, a health care provider may be able to coach you on whether your mental illness is a disability under the ADA. Even if your condition did not make the above list, you may still be covered. If you have one of the above conditions, you are most likely covered. There are certain medical conditions that have already been recognized by law, including but not limited to: The ADA does not provide a definitive list of what qualifies as a disability. The ADA defines a disability as a “physical or mental impairment that substantially limits one or more major life activities has a record of such an impairment, or is regarded as having such an impairment.” The Equal Employment Opportunity Commission (EEOC) summarizes the law on its page stating that an employer cannot treat an employee or applicant with a disability differently because of that disability. The Americans with Disabilities Act (ADA) protects you from termination based on a qualifying disability. But you also shouldn’t panic, there are protections in place. With all that said, disclosing mental health issues at work is not a decision that you should take lightly. Studies have shown that America’s collective mental health is worsening.Īlthough studies have shown that 1 in 5 people suffer from mental health illness every year, that does mean that that stigma has lessened. In either case, disclosing a mental illness is not a decision that should be taken lightly. Others, however, do not find out that something is different until they reach adulthood and start working. Some people deal with mental illness their entire life. For some people, the mental illness diagnosis itself is the hard part. Those with mental disabilities are often sidelined from employment opportunities.
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