Do I need to disclose a disability when applying to or accepting a job?

What’s considered a reasonable accommodation, and how do I know what I need?

When/to whom do I request accommodations?

These are only some common questions individuals with disabilities may navigate during the job or internship search process. In reality, the answers to these questions will depend on your personal circumstances, needs, comfort level, and experiences. Below are some points to consider as you’re navigating your next search.

Disclosure

While it’s not necessary to disclose disability, you may choose to do so to receive reasonable accommodations in the hiring process or during employment. When to disclose differs for everyone based on what accommodations one may need and when. For example, it’s helpful to do so in the hiring process if you need an accommodation to complete the application, participate in the interview, or take a required assessment. If you’ve accepted an offer or are working, you may want to disclose once you realize you need an accommodation or anticipate performance challenges related to your disability.

There is no need to disclose to everybody. Rather, request a conversation with your supervisor, human resources, or someone else who can act upon the request. Consider making your initial request for this conversation in writing so you have a clear record.

Reasonable Accommodations

Under the Americans with Disabilities Act, employers are required to provide employees and applicants with reasonable accommodations for known disabilities, baring undue hardship. As described by the Job Accommodations Network (JAN), a reasonable accommodation is:

• A change or adjustment to a job or work environment that permits an applicant or employee with a disability to participate in the hiring process, to perform the essential functions of a job, or to enjoy equal benefits and privileges
• Possible to provide without requiring undue hardship (significant difficulty or expense)
• Must be effective for the purpose (e.g., enables employee to perform essential functions)
• Not removing essential functions, lowering standards, or creating new jobs

Some examples of reasonable accommodations include:

• Modifications in the hiring process (Example: interpreter for an interview)
• Modifications to the way in which the job is customarily performed (Example: acquiring/modifying equipment like screen readers, removing insignificant functions, modified work schedule/remote work)
• Modifications that enable equal benefits of employment (Example: accessible parking, service animal)

The Massachusetts Office on Disability (MOD) provides information, guidance, and training on disability-related civil rights and obligations – including but not limited to disclosure and accommodations. Using their expert knowledge, the MOD team helps people with disabilities understand their rights and opportunities to improve access. The MOD is a valuable resource for students and recent grads navigating the job or internship search process.