Choosing whether to tell an employer about your disability is one of the most personal decisions a young jobseeker will face. In Australia, you are generally not legally required to disclose personal health or disability details unless it directly affects your ability to do the core tasks of the job. Disclosure is private – the choice is yours. That said, understanding your rights and the pros and cons of disclosing at different stages can help you make the best decision. In the sections below we’ll look at Australian legal protections (like the Disability Discrimination Act), explain how reasonable adjustments work, and give practical tips (and example phrases) for talking about your support needs in a positive, strengths-based way. Remember, Next Gen Youth Employment is here to help you through each step – from weighing your options to practicing what to say.

Many young people find it helpful to discuss job search questions in a group. At Next Gen Youth Employment – an Australian disability employment service – our coaches support participants through these tough decisions. We help our youth “decide[] if or how to mention [their] disability” as part of building confidence and career skills. The rest of this article will walk through key questions: When might you disclose (at application, interview, or later), what legal rights and adjustments apply, and how to explain your needs in a positive way. By the end, you’ll know more about terms like “reasonable adjustments” and even have example lines you can adapt.

Your Legal Rights

First, know the law. Australian human rights and employment laws strongly protect people with disability. It’s against the law for an employer to treat you unfairly or dismiss you because of your disability (under the federal Disability Discrimination Act 1992, plus state equivalents). In practice, this means employers must hire the best person for the job regardless of disability, provided the person can meet the job’s inherent requirements. If a disability would prevent you from doing essential tasks without help, the employer and you should discuss adjustments. Otherwise, employers can’t use disability against you.

Importantly, there is no legal obligation to share private health information. As the Australian Human Rights Commission explains, “in most circumstances, you do not have an obligation to share information about your disability with your employer or potential employer. Information about your disability is private and the decision to tell others is up to you.”. For example, if your condition doesn’t affect your ability to do the job, you can simply keep it private. The exception is if you really need an accommodation to perform a core task (for example, if you have severe back pain and the job involves heavy lifting), then fairness requires telling your employer in order to arrange adjustments.

If you do disclose, your employer has legal duties too. An Australian employer must make “reasonable adjustments” (sometimes called accommodations) to help you work effectively, unless doing so would cause them unjustifiable hardship. Minor costs or simple changes (like providing a quiet workspace or special equipment) almost never count as undue hardship. In other words, once an employer knows about your disability, they are generally required by law to support you with adjustments so you can do your job productively and safely.

Finally, it’s important to know what employers can and cannot ask you. During recruitment, they generally cannot require you to reveal medical history on an application, or force you to disclose unless it’s clearly tied to a job requirement. If you encounter a question like “do you have a disability?”, you may leave it blank and say you will discuss anything relevant in person. In interviews or on forms, employers are not allowed to pry into personal medical details – only to ask if you can perform essential job tasks with or without accommodations. In short, your private medical details remain yours, unless you choose to share them.

Reasons For and Against Disclosure

Because disclosure is voluntary, it helps to weigh the reasons for and against doing it. Many factors are common, whether your disability is visible or not:

• You might not need any support. If you can already do the job fine without adjustments, you may see little benefit in disclosing. Some disabilities (or fluctuations) have no impact on tasks, so disclosure could only invite unwanted attention or questions.
• Fear of stigma or bias. Unfortunately, stigma can still exist. You might worry that telling an employer about a learning disability, mental health condition, or autism will lead them to judge you differently or overlook you for promotions. These concerns are valid and often drive people to keep silent.
• Preserving privacy. Simply put, your disability is personal. You may prefer to keep it private and rely on supports outside work (family, health providers, personal strategies) rather than involve your employer.

On the other hand, there are good reasons to disclose:

• Access to support and adjustments. If you do need help to perform your job or interview fairly, disclosure unlocks that support. For example, you might need a ramp or Auslan interpreter during interviews, or special software and flexible hours on the job. Once an employer knows, they can make those reasonable adjustments. This can set you up for success and productivity at work.
• Planning the interview. If you need any changes during the recruitment process (e.g. more time for a written test, or to take breaks in an interview), it’s best to let HR know in advance. As career guides note, the minimum you need to discuss in the hiring process is what adjustments you need and how your disability might affect some job requirements. You don’t have to detail your full medical history, just focus on the support needed to participate fully.
• Building trust and inclusion. Some people prefer to be open. Telling an employer can lead to a supportive work environment and clear expectations. It can also reduce stress or “masking” – for example, if you are autistic or have anxiety, sharing this can let colleagues understand your communication style and work needs.

Each person’s situation is unique. As Beyond Blue puts it, common factors to consider include “access to additional support, access to flexibility or reasonable adjustments, whether your work performance is impacted, how people at your work are likely to receive the news, and your work relationships”. If you will need adjustments (for health or safety), letting your manager know is important. By law, if your health could affect workplace safety – for yourself or others – you have a responsibility to inform your employer. For example, if a condition might cause a fainting episode or impair safety equipment use, you should disclose it. Otherwise, your decision to tell remains personal, and you can choose the timing that suits you.

When to Disclose: Application, Interview, or Later?

If you decide disclosure is right for you, when to do it is the next question. There are advantages and trade-offs at each stage:

• On the application or in your cover letter – Pros: You signal upfront that you have a disability, which can prepare the employer to provide necessary adjustments for the entire recruitment process. You can frame it positively: for example, using the cover letter to highlight how your unique perspective and coping strategies are strengths for the role. Cons: Some employers may hold unconscious biases and screen you out early. You miss the chance to read body language; if you disclose in writing, you can’t clarify tone or answer questions immediately. You also won’t get the benefit of showing your skills in person before revealing your disability.
• During the job interview – Pros: You’ve already demonstrated your skills and personality in part of the process, which can build trust. You can tailor the discussion to the flow of the interview, timing your disclosure when it feels most natural (for example, after talking about your strengths). You also get immediate feedback and can explain how adjustments help you. Cons: It can be stressful to broach disability mid-interview; it may eat into your interview time or feel like a distraction. The employer might feel unprepared to respond on the spot.
• After receiving a job offer (before starting) – Pros: You’ve secured the role based on merit, so you know they value you. You can negotiate accommodations knowing you have the position. Legally, since the decision to hire is made, any withdrawal would be clearly discriminatory, which gives you protection. Cons: The employer might feel blindsided or even resentful that you didn’t mention earlier (though legally they had no right to know). You may feel awkward that they now have to make last-minute changes or hire temp help.
• Once you start the job – Pros: You have had time to prove your abilities and earn trust. You also have a real sense of which tasks and conditions are challenging, so you can ask specifically for what will truly help you. Cons: Any struggles you had early on might already be attributed to you personally, and bringing in a disability explanation later could make some managers feel deceived. You may have had to struggle or perform poorly on some tasks before asking, which can be stressful.
• If issues arise – Pros: You can hold off unless you notice a problem. If you never need help, your privacy is intact. Cons: You might hit a crisis point (missed deadlines, health flare-ups) that forces disclosure reactively. At that point, there may be more pressure or negotiation tension.

There is no single right answer. A common compromise is to move slowly: For instance, you might accept an interview without stating anything, and only bring it up once the employer invites questions about your needs or after the interview. Or you might wait until a job offer, by which time you know you’ve impressed them on your own merits. In all cases, if you do disclose later, it can help to explain why now – for example, “I wanted to make sure I could do this job before asking for changes” or “my support needs have increased since I applied.” This can ease any tension.

What to Say: Strengths-Based Phrasing

When you do decide to disclose, how you say it can make a big difference. The goal is to communicate your needs clearly without underselling yourself. Focus on what you can do and how certain adjustments help you perform at your best. A strengths-based approach is often recommended – for example, mentioning the skills or qualities you bring, and then noting how a small change will allow those strengths to shine.

Here are some practical tips and example phrases you might adapt:

• Start with your strengths or strategies. For example:
  “I have [condition], but I’ve learned to manage it by… (strategy). This has helped me develop strong [relevant skill]. For instance, I work best when I can see tasks in writing as well as hearing them. If I can get written instructions, I can organise my work carefully and meet deadlines reliably.”
  Or: “Because I have [e.g. autism/ADHD], I function exceptionally well with clear routines and written checklists. One of my strengths is attention to detail, and I make full use of it when tasks are broken into steps.”
• Be specific about accommodations in positive terms. For example:
  “To do my best, I benefit from a quiet workspace or noise-cancelling headphones, because it helps me concentrate. With that in place, I’m very productive and accurate in my work.”
  Or: “I use an assistive technology (like voice-to-text software) to handle my [e.g. dyslexia]. This means when I type reports, they’re quick and well-structured.”
  By saying “this helps me do [strength or task]”, you show how the adjustment is a key to your success.
• Frame it as a partnership. You might say: “I wanted to mention that I have [condition]. I’m fully capable of doing the job, but to ensure I perform at 100%, I might need [x adjustment]. For example, it helps me to have an ergonomic chair and extra break, as it means I’m focused and can sustain productivity all day.”
  This makes it clear you are solution-oriented.
• Focus on work, not on disability. Keep medical details minimal. For instance, it’s fine to say “I have epilepsy, so I need to avoid flashing lights” rather than detailing your seizure history. Or “I have a hearing impairment, so I’ll wear a hearing aid during meetings”. Employers mainly need to know what you need to do the job, not your full health history.
• Use positive language. Remember the advice: “talk about your abilities, not your disabilities”. For instance, instead of “I can’t do loud environments”, say “I do my best work in a calm environment; having a quiet space lets me concentrate fully.” Highlight how adjustments enable your contributions, rather than focusing on limitations.
• Practice and support. Before the meeting, practice what you want to say with someone you trust. A Next Gen coach, friend, or family member can help you role-play. If you’re nervous, remember that you’re allowed to have someone with you for support. In fact, official advice says you can ask a friend, colleague or advocate to attend the meeting with you if it helps. You might even write bullet points or an email to organise your thoughts. Taking time to prepare can make the real conversation smoother.

For example, at an interview you could say something like:

“I’d like to mention that I have [condition]. It means I sometimes need a break to rest, but otherwise I’m very capable. Actually, I find that when I do, I can maintain high energy and focus. I’ve managed this in past roles by [strategy]. With that support, I’m confident I can meet this job’s requirements fully.”

This shows confidence and problem-solving. Tailor your own wording to fit your personality and situation. Always speak calmly and positively; your goal is to inform, not to beg or to complain.

Reasonable Adjustments and Support

Once you disclose, it’s important to know that you have a right to support. “Reasonable adjustments” (also called accommodations) are changes or tools that give you an equal opportunity to do the job and interview effectively. These can include things like wheelchair ramps, modified workstations, special software, an Auslan interpreter, flexible hours, extra training, or changing minor tasks.

By law, if an adjustment would help you and isn’t too costly or complex, the employer must provide it. For example, the government notes that small inconveniences or low costs (like providing headphones for concentration, or buying an ergonomic chair) usually aren’t considered undue hardship. Only very heavy costs or major disruption would qualify. In short, don’t be afraid to ask for what you need. Often, employers appreciate knowing how to help you perform best.

You may also be eligible for extra government-funded support. In Australia, there are programs to help young jobseekers with disability:

• Disability Employment Services (DES): These are free services (like Next Gen Youth Employment) that help you prepare for work and find a job. They can assist with resumes, interview practice, on-the-job coaching, and liaising with employers about adjustments. For example, Next Gen runs an NDIS-funded School Leaver Employment Supports (SLES) program to provide one-on-one coaching on all these skills.
• NDIS employment supports: If you have an NDIS plan, you might have allocated funding for employment supports. The NDIS explicitly “can fund supports in employment” for participants who need extra help. This could pay for things like a job coach, transport, or specialised equipment. Mentioning this to your employer can reassure them – it means extra support is available outside their payroll.
• Employment Assistance Fund (EAF): The Australian Government’s EAF can reimburse businesses for certain workplace modifications (like Auslan interpreters or ergonomic chairs). Your employment support provider (or Next Gen) can advise and help apply for such funding.

In practice, you or your DES provider would typically work with the employer to arrange any adjustments. For instance, after you tell a manager what you need, they will either make the change themselves or ask for advice/funding through these programs. Employers are often surprised to learn how little it can cost to make a big difference.

Special Considerations: Invisible Disabilities and Mental Health

Many disabilities are “invisible” (such as anxiety, depression, ADHD, autism, chronic pain, learning difficulties, etc.), which can make disclosure more complicated. You may look healthy on the outside, so choosing to reveal something not obvious is a very personal choice. The advice is largely the same, but you might weigh things differently. For example, if you have autism or ADHD, consider how the workplace environment and communication style might affect you. If a quiet workspace or clear written instructions would help, mentioning that can empower you to do your best work. In fact, as an autism resource notes, disclosing can lead to understanding and the accommodations you need (like flexible scheduling or a mentor). However, it also acknowledges that fear of prejudice is real and disclosing is a personal decision.

Similarly, with mental health conditions, the choice to disclose follows the same principles. Beyond Blue suggests weighing factors like whether your work performance is affected, if you need time off or flexibility, and how supportive your workplace might be. You are never obliged to disclose anxiety or depression unless it poses a safety issue (for example, if severe panic attacks could endanger you or colleagues). If you do disclose a mental health condition, employers must treat it like any disability – keep it confidential and consider reasonable adjustments (like flexible hours, extra breaks, or mentoring).

In all cases, remember you are not telling because you’re “broken” – you’re simply communicating how you work best. For example, you might say “When I’m able to take short breaks, I return refreshed and more productive.” This shows responsibility and resourcefulness. And you do not need to provide a medical diagnosis. Focus on practical needs. For instance, you could say “I have been managing anxiety, and a quieter space and clear priorities really help me focus on tasks.” This keeps the emphasis on the work.

Above all, choose the right person and setting. Disclosures usually go to a manager or HR person. Pick a moment when they can give you their attention, not in the middle of a busy shift. You might even say something like, “Can we have a quick chat when you’re free?” to set it up. If you’re nervous, doing it in writing first (email or form) can also work, but personal conversation often communicates sincerity and lets you gauge the reaction immediately.

Getting Help and Next Steps

Deciding whether and when to disclose is just one part of your job search journey. You don’t have to make this decision alone. Next Gen Youth Employment’s coaches are specialists in helping school leavers with disability navigate these questions and succeed in the workforce. We can help you practise how to talk about your needs, connect you with resources (like DES or NDIS supports), and even accompany you to meetings if that makes you more comfortable. Our job is to empower you – as we say, we can help you craft your own success story.

If you have questions or need personalised advice about disclosing a disability, contact Next Gen Youth Employment. We’d love to work with you on your resume, practice interview conversations, and plan how to approach employers. You’re not alone in this. Reach out today for more information and assistance – with the right support, you can confidently take the next step toward your career.