Should I Tell My Employer I'm Autistic? Exploring the Pros and Cons of Disclosure at Work

Photo by GRAY on Unsplash

If you’re autistic and currently in work, you may be wondering whether or not disclose your autism to your employer. It’s a very personal decision, and there’s no single right answer.

Some people choose to be open so they can access support and reduce the stress of masking. Others prefer to keep their diagnosis private, especially if they’re unsure how it will be received.

This blog post is here to help you explore the pros and cons of disclosing autism in the workplace, so you can make the decision that feels right for you.

Reasons You Might Choose to Disclose

1. To Access Support or Adjustments

Disclosing your diagnosis may help you ask for reasonable adjustments at work, such as:

• Clear written instructions.

• Flexible working hours.

• A quieter or low-stimulation workspace.

• Support with communication or sensory needs.

These changes can reduce stress, help you manage tasks, and support your wellbeing.

2. To Reduce the Stress of Masking

Many autistic people mask at work (in other words, they hide their autistic characteristics to fit in). Over time, this can lead to exhaustion and burnout. Being open about your diagnosis may allow you to work in a way that feels more natural and sustainable.

3. To Improve Working Relationships

Disclosing might help managers and colleagues better understand your preferred ways of working and communicating. This can reduce misunderstandings and lead to stronger collaboration.

4. To Be Yourself

Some people choose to be open simply because they want to be authentic at work. Being able to say "this is part of who I am" can feel freeing, especially in inclusive, safe working environments.

Reasons You Might Choose Not to Disclose

1. Concerns About Being Treated Differently

Sadly, not all workplaces are autism-aware or inclusive. You may worry that disclosing could lead to negative assumptions or bias, even if unintentional.

2. You Don’t Need Adjustments Right Now

If you’re managing well and don’t need workplace changes, you may not feel there’s any benefit to disclosing.

3. You Prefer to Keep It Private

You have the right to privacy. Some people prefer not to share personal or medical information at work, and that’s reasonable.

4. You’re Not Sure It’s the Right Time

If you’re still settling into a role, unsure about the culture, or processing a new diagnosis, you might not feel ready to disclose. Again, this is more than reasonable, and you can always choose to share later if you choose to.

If You Do Choose to Disclose, When and How Could You Do It?

There’s no set rule, but common times people choose to disclose include:

• When they start struggling with workload or communication.

• After receiving a formal diagnosis.

• When they feel safe and trust their employer.

• When they need support or adjustments to do their job effectively.

You don’t have to go into detail. A short, practical explanation is often enough. For example, "I’m autistic, and I work best when I have written instructions and a calm environment. I’d like to explore some small changes that could help".

What If You’re Job Hunting?

If you’re applying for a new job or going through interviews, you might see questions like:

"Do you have a disability?" or "Do you need adjustments for the recruitment process?"

This can be a tricky moment, especially if you’re not sure whether you want to disclose yet.

According to the Employment & Equal Opportunities Service (EEOS) in Guernsey, employers should not ask about disability or health during recruitment, unless it is:

"To check the individual’s ability to carry out a function that is intrinsic to the work; To make reasonable adjustments as part of the recruitment process; To undertake diversity monitoring; Where it is not prohibited under the Ordinance, such as if there is a genuine and determining occupational requirement."

You’re not required to answer these questions. You are not being dishonest by not answering the questions. It’s your right to protect your privacy.

If you do need adjustments for the interview process, you can request them without giving full details of a diagnosis. For example, "I’d like to request written questions in advance, as I process information better that way".

You can find more on this topic in the EEOS guidance here: Employment Guidance Summary.

Autistic Voices

To help with your decision making, we asked our clients for their views on this important topic. Two local autistic perspectives are shared below.

Steve shares his experience:

"I got my autism diagnosis at a point where I had been working for the same employer for over a decade. I had built up a considerable amount of trust and respect in that time, so felt comfortable sharing my diagnosis.

My primary reason for disclosing was to request working from home when I wasn't required in the office (this arrangement was agreed without fuss and improved my working life significantly).

I feel lucky to have had this experience, but that should not be the case really. I shouldn't need to feel 'lucky'. Autistic people should feel comfortable asking for adjustments allow them to do their best work (as long as the adjustments requested are reasonable).

Things are getting better, thanks to anti-discrimination legislation and increased awareness, but we still have a way to go. Disclosing your autism to an employer is a big decision that requires careful thought."

Elizabeth shares her experience:

"I did not tell my employer that I had (suspected) autism before or during my initial interview. I had been in the post for 2 years before I got an official diagnosis; and I did then disclose this to my manager.

When my autism became 'official' I started to realise, and accept, the ways in which I struggled and I did not feel embarrassed to admit it.

I was apprehensive about confiding in my employer. I did not want them to think I was using my diagnosis as an excuse, and I didn't want them to make assumptions based on common misconceptions and stereotypes of autism. I was very fortunate that they were so supportive. I'm glad they got to know me before I was diagnosed because I haven't changed. We both just understand me more now, and I feel free to be myself."

Final Thoughts

Deciding whether to tell your employer you’re autistic is a personal and sometimes difficult choice. There are valid reasons to disclose and valid reasons not to. It’s important to take time to think about what feels right for you in your current situation.

If you do choose to disclose, it’s worth remembering that this information can’t be taken back. Once shared, it becomes part of how you’re seen in the workplace. That’s why it’s okay, and often wise, to wait until you feel safe, settled, or clear about what you need.

Whatever you decide, you’re not alone in thinking this through. Support is available if you’d like help exploring your options, talking to your employer, or asking for adjustments that could make your working life easier.