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Whether you are a job seeker, a newly hired employee or have been in your role for a long time, we’re glad you’re here. Having a disability is a normal part of our human experience, however navigating a path toward disclosure and requesting reasonable accommodations in employment can stir a mix of emotions. Disclo is here to help guide you on the path toward requesting reasonable accommodations so that you can focus on being your best self in the workplace. Take the quiz below to see if you qualify for protections under the Americans with Disabilities Act Amendment Act (ADAAA) and what options may be available for you.
More likely to feel regularly happy at work than those who don’t disclose. (HBR)
30%
More engaged at work than those who don’t disclose. (HBR)
56%
Accommodations cost nothing for your employer to execute. (JAN)
9x
Less likely to feel isolated in the workplace than those who don’t disclose. (HBR)
If, when, and why to disclose.
Folks with a health condition or disability may wonder if, when, and how to disclose or request accommodation to their current or future employer.
They may wonder if they would even qualify, how their employer would respond to their request, or if they would be treated differently than other employees.
What if I don’t consider my health condition a “disability?”
The ADA was originally signed into law in 1990, and the language in the law reflects the time it was written. Since we’re focusing on disclosure and employment rights, we’ll use the words “disability” and “health condition” a lot.
You can still qualify for accommodations if and when you need them, no matter how you feel about using the word “disability.”
Take the quiz below to learn more about what options may be available for you.
