The Brain Charity

For many people, disclosure comes with a mix of relief, uncertainty, hope and vulnerability. You might be thinking about how much to share, how it will be received or whether it will genuinely lead to better support. All of those feelings are valid.

What often gets missed in conversations about disclosure is that it isn’t just a procedural step – it’s a deeply personal moment. It’s you advocating for the conditions that help you thrive, communicate clearly, and work in ways that feel sustainable. It’s also a chance to help shape a more supportive environment, not just for yourself, but for others who may come after you.

These three principles can help you approach disclosure in a way that feels safer, clearer and more in your control.

1. You choose what you share, and you set the pace

Disclosure isn’t about giving your full story. You don’t have to explain your background, labels or personal history. You’re allowed to keep the focus purely on what helps you thrive.

Many people share things like:

• What supports their focus or wellbeing (for example written instructions, quieter spaces or predictable routines)

• What environments help them to do their best work (for example low sensory areas or clear agendas before meetings)

• What challenges they experience day to day (for example task switching, sensory overwhelm, verbal instructions in fast paced settings)

• What adjustments would make things easier (for example flexible deadlines, noise cancelling tools or structured check-ins)

You get to decide the format, timing, and level of detail.

Your boundaries are the number one priority.

2. You don’t need a diagnosis to ask for support

A lot of people wait to disclose because they’re unsure whether their experience “counts,” but UK law (Equality Act 2010) doesn’t require a formal diagnosis to request reasonable adjustments. If something is affecting your energy, focus, communication or ability to work sustainably, you’re entitled to explore support.

You don’t need to “prove” anything. Support should be based on what you experience day to day – not on whether you have a piece of paper.

3. Disclosure should lead to a supportive ongoing conversation

Sharing your needs isn’t a one-off moment. It should open the door to ongoing, collaborative discussions about what helps you thrive – not a single meeting that gets forgotten about. A healthy disclosure process recognises that neurodivergent people often work best when support is reviewed, adapted, and treated as a normal part of working life.

After you disclose, you should be invited to a confidential conversation where you can talk through what’s going well, what’s difficult, and what adjustments might make things easier. This isn’t an assessment or an interrogation; it’s a space for you to describe your lived experience in your own words.

Many people find it helpful to reflect on things like:

• What’s working well and should be kept
• What adjustments may need amending or replacing
• What new challenges have emerged since the last conversation
• How things will be reviewed moving forward

Your needs may shift over time, and that’s completely normal. Sensory environments change, workloads fluctuate, and different tasks can place different demands on your attention, energy, or communication style.

You’re not expected to have everything mapped out from the beginning, and you’re certainly not tied to the first set of adjustments you request.

Your needs are allowed to evolve, and your workplace should be willing to evolve with you.

If you’d like the full Individuals Guide to Disclosure, please contact Sam over on LinkedIn.