Should I Say I Have a Disability on a Job Application?

A common question job seekers have is how to mention a disability on their resume. According to the Centers for Disease Control and Prevention, roughly 1 in 4 Americans have a disability of some sort, including everything from cognitive disorders to mobility issues.

Unfortunately, many of those Americans struggle to secure gainful employment. Part of that could be because they’re handling the information incorrectly on their resume or at some other point during the application process. But should you say you have a disability on a job application?

If you’re even partially disabled and struggling with your job search, it’s critical that you understand how to disclose those details on your resume (especially if the disability creates a gap), in your cover letter, or during an interview.

Read this article to find out if you should say you have a disability on a job application.

Should I say I have a disability on a job application?

The short answer is, No.

Most experts suggest that the answer is almost always a resounding no.

Why?

It’s simple: If you are capable of doing the job, and your disability won’t require special accommodation, then your impairment is irrelevant.

Deciding when to tell a hiring manager about a disability or accommodation request can be a tricky thing, especially when applying for a new job. Our advice to clients is to not disclose a disability or workplace accommodation in the resume or cover letter. This conversation should happen after the interview has taken place and after you have had a fair opportunity to prove your skills and qualifications.

Jennifer Johnson, MBA and SPHR (Senior Professional in Human Resources)

Why mention something that doesn’t have any bearing on whether you can do the job?

In short, there are very few reasons why the inclusion of this disability information on your job application would ever be necessary. Even if you feel your disability merits mentioning, the best course of action is usually to wait until during or, even better, after the interview. The idea is that you want to give your skills, qualifications, and achievements time to speak before bringing up something that could get in the way of a hiring manager extending a job offer.

Risks associated with disclosing your disability on a job application?

The main goal of your resume is to demonstrate to a hiring manager that you’re the best person for a position. In fact, you’ve probably spent a lot of time (and maybe even some money if you hired a professional resume writer) telling your career story in a way that helps you stand out from the crowd. You wouldn’t want that to all go to waste because of your disability.

As such, there are a whole host of reasons you shouldn’t mention a disability on your job application or resume. Any one of these reasons can put your chances of getting called in for an interview at risk.

Discrimination

Yes, it is sad to think that discrimination still exists at this point in history–.but it does. Your disability may have no bearing on your qualifications, but many employers won’t see that truth. Some will see it as a potential source for problems, including:

Whether you need special accommodations
Whether you are as qualified as you say you are

Illegal in the US

You are not required to mention disability in your resume or even in a job interview. That’s right! The Americans with Disabilities Act protects your right to not disclose that information – and employers can’t ask about disabilities either. So, why include details that are irrelevant to the job if you are not required to do so?

It is your legal right to not disclose your disability. However, that doesn't mean you have to lie to protect yourself. As Jennifer points out:

Often, there will be a question on the job application about requesting accommodation. If this question is present, always answer truthfully.

If/when the hiring manager asks about the accommodation need, keep the conversation positive and focused on what you can do, not the limitation. Carrying the attitude of 'where there's a will, there's a way' will encourage the hiring manager that you and their company will strike a positive balance together.

You shouldn't mention a disability in your cover letter, either

It’s also important to recognize that non-disclosure should be consistent. Any employers who might deny you an interview when they see a disability in your resume would doubtless do the same if they saw that information in your cover letter.

Instead, focus on your unique value and what makes you a great fit for this position. You know your own limitations and abilities best. Don't misrepresent yourself! Just be honest about what makes you a strong candidate for this particular job.

Expert Tip

EXPERT TIP: Cover letters help your job application stand out to a hiring manager. Here's what a good cover letter looks like in 2023.

What if I have employment gaps due to my disability?

If you have employment gaps on your resume due to a disability, there are a few more factors for you to consider.

Significant gaps – a year or more – will likely attract a hiring manager's attention. If you can honestly add it, explain your employment gap with any volunteer work you did, skills you gained, or certifications you earned.

If you were focused on healing, recovering, or getting treatment, you can simply say you were taking care of personal matters. The employer may be suspicious, but you probably won't have to elaborate. Personal matters can encompass anything from chemo treatment to caring for an elderly parent.

Employers do understand that employment gaps happen, but you also need to be able to give a reasonable explanation for them.

Should I talk about my disability during an interview?

Your disability will probably come up during the interview, especially if it’s something the hiring manager can see. However, remember your rights. They can’t legally ask about it, they have to wait for you to talk about it. The fact is that there are few instances in which even that level of disclosure is necessary. For example, you should consider disclosure if:

Your disability requires some level of accommodation, like breaks at specific times or an office on the ground floor.
Your disability is noticeable. For example, hearing or speech impediments might need to be disclosed, since employers will likely recognize them at the interview.
Your disability is a strength for the job. Nonprofits, for example, look for candidates with strong mission ties. If your current or past disability makes you uniquely qualified to spread that mission, you should consider bringing it up.

The important thing to do during such disclosures, however, is to acknowledge the issue as briefly as possible and immediately bring the conversation back around to focus attention on what you can do for the company.

In most instances, your ability to continue to emphasize the value you bring to the table will help the employer to maintain that same focus. And that could be essential for helping you land that job!

When should I disclose my disability?

Jennifer recommends that you disclose your disability after a job offer has been extended.

If the subject of your disability/accommodation need does not come up during the application or interview process, you should disclose it after the job offer has been given. Make the accommodation part of your job acceptance conversation, so the hiring manager is prepared to welcome you into their organization upon your first day of work.`

Disclosing at this point will keep the conversation open and honest with your employer, which is a great way to start a new job. Also, it’s important to note that the Americans with Disabilities Act affords you some job-related protections, but only if you disclose your disability.

Tricky, but doable

It can be tricky to navigate conversions about disabilities while you're job searching. The most important thing to remember is that you don't legally have to disclose any information about your disability on your job application or resume. However, if you choose to, keep the focus on the value you’ll add to the company and team if chosen for the position.