In today’s evolving workplace, mental health is gaining long-overdue recognition. Despite the progress, many employees still struggle with the critical decision of disclosing a mental health condition to their employer. At Cordial Psychiatry, we believe in empowering individuals with both mental health support and knowledge. If you’re contemplating sharing your diagnosis at work, this comprehensive guide will walk you through the process safely and effectively.

Understanding Your Rights Under the Law

Before disclosing any personal health information, it’s vital to understand your legal rights under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).

Americans with Disabilities Act (ADA)

The ADA protects employees with mental health conditions from discrimination. It ensures you can request reasonable accommodations—changes to your work environment that help you perform your job duties effectively.

Family and Medical Leave Act (FMLA)

If your condition requires extended time off, the FMLA may grant you up to 12 weeks of unpaid leave annually, without risking your job.

You are not required to disclose your diagnosis unless you are requesting accommodations or taking leave.

When Should You Disclose a Mental Health Condition?

There is no one-size-fits-all answer, but disclosure may be appropriate when:

• Symptoms are impacting job performance

• You need a schedule adjustment, remote work, or other accommodations

• You’re at risk of disciplinary action due to mental health-related performance issues

• You want to be transparent and build trust in the workplace

Timing is key. It’s often better to disclose before a crisis occurs rather than during one.

Who Should You Tell at Work?

Disclosure should be strategic and confidential. Consider telling:

Human Resources (HR)

HR professionals are trained to handle sensitive information and facilitate accommodations discreetly.

Your Direct Supervisor

If your manager needs to adjust expectations or provide accommodations, they may need to be informed. However, you are not obligated to provide detailed medical information.

Occupational Health Department (if available)

Some organizations have a medical or occupational health division, which can assist with documentation and support.

How to Prepare for the Conversation

Preparation can reduce anxiety and help ensure a productive discussion.

Understand Your Diagnosis

Be clear about how your condition affects your work and what support you need.

Have Documentation Ready

A letter from a licensed mental health professional, such as Cordial Psychiatry, can legitimize your request and help HR understand the situation.

Be Solution-Oriented

Frame your disclosure around solutions. Explain how specific accommodations will help you be more productive.

Example:

“I’m managing a mental health condition that sometimes causes fatigue. With a flexible start time, I can perform better and maintain productivity.”

What to Say: Sample Script

Use this example as a starting point:

“I’d like to talk about a health issue that’s been affecting my work. I have a diagnosed condition and I’m receiving professional treatment. With some adjustments, I can maintain my performance. I’m requesting accommodations that would help me continue contributing effectively.”

Potential Accommodations for Mental Health

The right accommodations can dramatically improve your work-life balance. Examples include:

• Flexible scheduling

• Remote or hybrid work options

• Modified workload or deadlines

• Private workspace or noise-cancelling headphones

• Additional breaks during the day

• Leave of absence for treatment

These changes are typically low-cost and can increase both morale and productivity.

Maintaining Confidentiality

Your employer is legally required to keep your health information confidential. Only those directly involved in the accommodation process may be informed.

If you suspect a breach of confidentiality, document the incident and consider speaking to an employment lawyer or the Equal Employment Opportunity Commission (EEOC).

Handling Negative Reactions or Discrimination

Despite legal protections, stigma still exists. If you experience:

• Unwarranted demotions

• Hostile behavior

• Termination without cause

• You may have grounds for a legal claim.

Document every interaction and seek support from HR or legal counsel. Cordial Psychiatry can also provide official documentation and mental health advocacy.

Benefits of Disclosure

Though challenging, disclosure can lead to:

• Improved mental health through reduced stress

• Greater workplace support and flexibility

• Increased trust with supervisors and colleagues

• Legal protection under federal and state laws

What If You Choose Not to Disclose?

You are not required to tell your employer about your condition unless requesting accommodation or leave. In that case, focus on self-care strategies:

• Use Employee Assistance Programs (EAPs)

• Schedule sessions during off-hours

• Implement work boundaries to prevent burnout

How Cordial Psychiatry Can Help

At Cordial Psychiatry, we offer:

• Professional diagnosis and treatment

• Written documentation for accommodations

• Telehealth services for flexible care

• Support with FMLA or disability paperwork

📍 Address: 45 Ludlow St Ste 402, Yonkers, NY 10705
📞 Phone: +1 914 570 9000

Let us help you feel confident and supported in your professional life.

FAQs

Is it illegal to fire someone for a mental health condition?

Yes, under the ADA, it is illegal to terminate an employee solely based on a mental health diagnosis, provided they can perform essential job duties with or without reasonable accommodation.

What if my employer refuses to accommodate me?

You can file a complaint with the EEOC or consult with an employment lawyer. You are protected under federal law.

Do I need a doctor’s note to get accommodations?

Yes. Employers can request documentation from a licensed provider to confirm your condition and your need for accommodations.

Can I be demoted after disclosing a mental health condition?

Demotion solely due to your mental health condition may qualify as discrimination under the ADA. Document all changes and seek legal advice if necessary.

What if I experience retaliation after disclosure?

Retaliation is illegal. If you’re being punished for exercising your rights, contact the EEOC or legal support immediately.