Is this site legal or HR advice?

No. The Accommodated Professional is peer-written guidance from someone living and working with a hidden disability. It is not a substitute for legal, medical, or HR advice.

Do I have to disclose my disability to my employer?

Generally no — disclosure is a personal choice. In the UK, employers only owe a duty to make reasonable adjustments under the Equality Act 2010 once they know, or could reasonably be expected to know, about your disability.

What is a reasonable adjustment?

A reasonable adjustment is a change an employer makes to remove or reduce a disadvantage you face at work because of your disability. Examples include flexible hours, working from home, written summaries after meetings, ergonomic equipment, or a quieter desk away from foot traffic.

Will asking for adjustments hurt my career?

It shouldn't, and under the Equality Act 2010 it would be unlawful for an employer to penalise you for requesting them. In practice, the smoother route is to frame adjustments around the work — what you need to perform at your best — rather than as a personal favour.

What is Access to Work?

Access to Work is a UK government scheme that can fund equipment, software, support workers, travel, or mental health support to help disabled people stay in work. You apply directly — your employer doesn't have to fund it themselves.

How do I know if I'm masking too much at work?

Common signs include shutdowns after work, dreading specific recurring meetings, decision fatigue by mid-afternoon, social withdrawal in the evenings, and recurring weekend recovery patterns. If your job consistently consumes capacity you'd rather spend elsewhere, it's worth examining.

Can I read these articles if I'm not in the UK?

Yes. Some legal framing is UK-specific (the Equality Act 2010, Access to Work) but the human side — disclosure, energy management, difficult conversations, masking — translates across most workplaces.

Peer-written · UK

Working with a hidden disability, on terms that don't cost you everything.

Q: What counts as a hidden disability at work?

Conditions that aren't visible to colleagues — including chronic illness, chronic pain, neurodivergence (autism, ADHD, dyslexia), mental health conditions, fatigue conditions like ME/CFS and Long Covid, sensory differences, and autoimmune conditions.

Peer-written articles on disclosure, reasonable adjustments and workplace accommodations for people navigating a hidden disability at work. Practical scripts and quiet observations from someone doing it, for everyone else doing it.

Read the Articles About this Blog

A quiet workspace with notebook and morning light — peer-written guidance on working with a hidden disability

01 — Featured Article

A UK professional working at a height adjustable home office desk with an ergonomic chair, large monitor running assistive software, noise cancelling headphones and a notebook in soft warm light, illustrating an Access to Work funded workstation.

Workplace Rights

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

A tactical UK guide to claiming £5,000 or more in assistive technology, coaching and human support through the Access to Work grant, written for neurodivergent and disabled professionals.

May 12, 2026 · 12 min read

Free interactive tool

Should I tell my employer about my hidden disability?

Six short questions about your role, manager, adjustments, masking and workplace culture. Get a tailored recommendation, including whether to disclose now, wait, speak to Occupational Health first, or seek advice, with a printable summary you can take into the conversation.

Open the Tool

This Month

Start here

Two articles that most readers have told me changed how they thought about disability at work.

Workplace Rights

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

A tactical UK guide to claiming £5,000 or more in assistive technology, coaching and human support through the Access to Work grant, written for neurodivergent and disabled professionals.

Workplace Rights

Support for Neurodivergent Professionals UK: Workplace Guide

A practical UK guide to support for neurodivergent professionals, covering Equality Act 2010 rights, reasonable adjustments, the Access to Work scheme and self advocacy at work.

Anything that affects how you function at work but isn't visible to the people around you. That includes chronic illness, chronic pain, neurodivergence (autism, ADHD, dyslexia), mental health conditions like anxiety, depression, PTSD and OCD, fatigue conditions such as ME/CFS and Long Covid, sensory differences, and autoimmune conditions. The articles focus on the patterns that show up across all of them rather than any single diagnosis.

Still have a question?

Send it through the contact page. If it's a question several people are asking, it usually becomes the next article.

A short promise

No saviour stories. No 'overcoming'. Just honest, peer-led guidance on staying in work with a hidden disability, and helping you stay too.

Working with a hidden disability, on terms that don't cost you everything.

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

Should I tell my employer about my hidden disability?

Recent Articles

Support for Neurodivergent Professionals UK: Workplace Guide

5 Things UK HR Won't Tell You About the Equality Act 2010

The Quiet Cost of Masking a Disability at Work

Start here

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

Support for Neurodivergent Professionals UK: Workplace Guide

Working with a hidden disability, on terms that don't cost you everything.

Featured article

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

Should I tell my employer about my hidden disability?

Recent Articles

Support for Neurodivergent Professionals UK: Workplace Guide

5 Things UK HR Won't Tell You About the Equality Act 2010

The Quiet Cost of Masking a Disability at Work

Start here

Claim Your £5,000 Assistive Tech Grant: Access to Work UK Guide

Support for Neurodivergent Professionals UK: Workplace Guide

01What counts as a hidden disability at work?

02Do I have to disclose to my employer?

03What counts as a reasonable adjustment?

04Will asking for adjustments hurt my career?

05What is Access to Work?

06How do I know if I'm masking too much?

07Is this legal or HR advice?

08Can I read this if I'm not in the UK?