Disclosure Guide For Persons With Mental Illnesses

A wise decision often for someone living with mental illness is not to self-identify when filling out an employment application. This decision should be based on the fact the applicant does not require any special accommodation at time of application. If at a later date a person is experiencing a need for accommodation, then the employee can request the accommodation at that time to avoid any possibility of discriminatory treatment.

This information is based on the following: "While job applicants and employees with mental disabilities may be hopeful that ADA's implementation of the reasonable accommodation mandate will bring them one step closer to equal employment opportunities, they may also fear they are taking significant risks if they disclose the nature of their conditions and reveal the need for accommodation. However, an employer does not have to make reasonable accommodations, either before or after a person has been hired unless the applicant or employee:

1. Chooses to identify himself or herself as having a disability, and

2. Requests an accommodation or modification.

Court cases have noted in general that the duty to accommodate is not triggered until after the employee requests an accommodation. "

Mental Disabilities and The American with Disabilities Act, American Bar Association, 1997