Should You Declare Neurodiversity on Your CV?

This is one of the most personal decisions a job seeker can face, and it is one that an estimated one in five people in the UK will encounter at some point in their working lives. Whether to disclose a neurodivergent condition such as ADHD, dyslexia, dyspraxia, autism spectrum condition, or dyscalculia on a job application is a question with no universal right answer. What there is, however, is a framework for thinking it through clearly.

This article does not tell you what to do. It gives you the information and the questions you need to make the decision that is right for your specific situation.

What the law says

Under the Equality Act 2010, neurodivergent conditions that have a substantial and long-term adverse effect on day-to-day activities are likely to be classified as disabilities. This means that employers have a legal duty to make reasonable adjustments for neurodivergent employees, and that it is unlawful to discriminate against a candidate on the basis of a neurodivergent condition.

Critically, you are not legally required to disclose a neurodivergent condition at the application stage. You cannot be asked directly about disabilities or health conditions during a recruitment process, and any offer of employment cannot be withdrawn solely because you later disclose a condition.

However, the law also places limits on when and how employers must make adjustments. In general, an employer is only required to make adjustments once they are aware of a need. This creates a practical tension: you may need to disclose in order to receive the support that would allow you to perform at your best.

The case for disclosing

There are genuine, practical reasons why disclosing at the application stage can work in your favour, depending on the employer and the role.

• •You can request reasonable adjustments for the interview process itself, such as additional time, written rather than verbal instructions, or a quieter environment. These adjustments can make a significant difference to how you perform.
• •It allows you to frame your neurodivergent traits as strengths in context. Many neurodivergent people have exceptional abilities in areas such as pattern recognition, creative thinking, hyperfocus, attention to detail, or systems thinking. Naming these in the context of your condition can be more powerful than listing them as generic skills.
• •It signals self-awareness and confidence. Employers who value neurodiversity increasingly see disclosure as a positive indicator of emotional intelligence and self-knowledge.
• •It helps you assess the employer. How a company responds to disclosure tells you a great deal about whether it is somewhere you actually want to work. An employer who is uncomfortable or dismissive is showing you something important.
• •It removes the cognitive load of masking throughout the recruitment process, which is exhausting and can prevent you from showing your actual capabilities.

The case for not disclosing at the application stage

Despite the legal protections, bias exists. Research consistently shows that candidates who disclose disabilities at the application stage receive fewer callbacks than those who do not, even when the disclosed condition is unlikely to affect job performance. This is not how things should be. It is how things are.

• •You are under no obligation to disclose. Your medical and neurological history is private information, and you are entitled to keep it that way.
• •Disclosure at the application stage gives an employer information before they have had the chance to assess your actual capabilities. Some people prefer to let their work speak first.
• •If the role does not require adjustments and you are comfortable masking or managing your condition in the workplace, disclosure may introduce risk without corresponding benefit.
• •You can always disclose later, once you have been offered the role or once you are in post and have built some trust with your employer.

You are not obliged to disclose. But if you do, you have the right to expect a lawful, fair, and respectful response.

A middle path: disclosing without leading with it

Many neurodivergent job seekers find that the most effective approach is neither full disclosure at the application stage nor complete silence throughout the process. Instead, they disclose selectively and strategically.

For example, you might not mention your condition on your CV or in your initial application, but request reasonable adjustments for the interview by contacting the recruiter directly and explaining what you need without necessarily naming a diagnosis. Something like: "I process information best when questions are provided in writing in advance. Would it be possible to share the interview questions beforehand?" is a reasonable request that does not require full disclosure.

Alternatively, some people choose to disclose in the cover letter in a way that frames the condition as part of their professional identity rather than as a limitation. This works best when the condition is genuinely relevant to the role or when the employer has publicly committed to neurodiversity inclusion.

How to disclose if you choose to

If you decide to disclose, the framing matters enormously. The goal is to give the employer useful, relevant information while maintaining control of the narrative.

• •Be specific about what you need, not just what you have. "I have ADHD and work best with clear deadlines and structured check-ins" is more useful to an employer than "I have ADHD".
• •Lead with your strengths. If your condition is associated with particular abilities that are relevant to the role, name them. Hyperfocus, creative problem-solving, and pattern recognition are genuine professional assets.
• •Keep it proportionate. A brief, confident mention is more effective than a lengthy explanation. You are providing context, not seeking sympathy.
• •Use the employer's own language where possible. If the company has a neurodiversity inclusion statement or has signed the Disability Confident scheme, reference it. It signals that you have done your research and that you expect them to honour their commitments.

Questions to ask yourself before deciding

Rather than a universal recommendation, here are the questions that will help you reach the right decision for your situation.

• •Do I need adjustments at the interview stage in order to perform at my best? If yes, disclosure (or at least a request for adjustments) is likely necessary.
• •Does the employer have a visible, credible commitment to neurodiversity and disability inclusion? If yes, disclosure is lower risk.
• •Is my condition likely to be visible or apparent during the interview process regardless? If yes, proactive disclosure may be preferable to leaving the employer to draw their own conclusions.
• •Am I comfortable with this employer having this information at this stage of the process? If not, you are entitled to wait.
• •Would I want to work for an employer who responded negatively to this disclosure? If not, disclosure is also a useful filter.

Resources and support

ACAS provides guidance on disability and employment rights, including neurodiversity, at acas.org.uk. The Equality and Human Rights Commission has detailed information on the Equality Act 2010 and what it means for neurodivergent workers. The Disability Confident scheme, run by the Department for Work and Pensions, lists employers who have committed to inclusive recruitment practices.

Organisations including the ADHD Foundation, the British Dyslexia Association, the National Autistic Society, and Dyspraxia Foundation all offer guidance specifically for job seekers navigating disclosure decisions.

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