›Do I have to tell my employer about a hidden disability in the UK?
No. There is no legal duty to disclose a disability to your employer in the UK. However, your right to reasonable adjustments under the Equality Act 2010 only applies once the employer knows, or could reasonably be expected to know, that you are disabled. Disclosure is the most reliable way to trigger that duty.
›When is the best time to disclose a disability at work?
There is no single right moment, but common turning points are: before starting a new role if you need adjustments from day one, when masking is causing real harm, before a performance review or capability process, or when an Occupational Health referral becomes available. This tool weighs your specific situation across role type, manager relationship, adjustments needed, masking harm, culture and urgency to suggest the most appropriate next step.
›What is the difference between disclosing to my manager and disclosing to Occupational Health?
Telling your manager creates an immediate paper trail and starts the duty to make reasonable adjustments, but it also shares your situation with someone who manages your performance. An Occupational Health referral lets a clinician translate your needs into recommended adjustments without sharing the diagnosis itself with your employer. OH is often the safer first step where the manager relationship or culture is uncertain.
›Can my employer dismiss me or treat me badly for disclosing a disability?
Treating you less favourably because of a disability is direct discrimination under the Equality Act 2010. Subjecting you to a detriment for raising a complaint or requesting adjustments is victimisation. Both are unlawful. The practical risk depends on culture and process, which is why this tool flags situations where seeking ACAS or union advice first is wiser than disclosing directly.
›Should I disclose during probation?
Probation does not remove your Equality Act 2010 protections, but it does shorten the time available to argue your case if things go wrong. If your needs are minor or you are coping, waiting can be reasonable. If masking is harming you or you need adjustments to perform, disclosure plus a written request for adjustments is usually safer than silent struggle. The tool factors probation status into its recommendation.
›Is this tool legal advice?
No. This is peer guidance written by people who have navigated disclosure themselves. For your specific case, contact ACAS on 0300 123 1100, your trade union, or a solicitor who handles employment and discrimination law.
