To Tell or Not to Tell - Navigating ADHD Disclosure at Work

In almost every workshop I run, one topic comes up again and again, and it always sparks a lively debate: Should I tell my boss and colleagues that I have ADHD?

The responses are always mixed. Some people share incredibly positive experiences encompassing moments of connection, understanding, and genuine support. Others shake their heads and say, “Never again,” recalling stories of being dismissed, underestimated, or even discriminated against.

What quickly becomes clear in these conversations is this: there seems to be no single right or wrong answer. Whether or not you disclose depends on many factors such as your workplace culture, your role in the company, how well you know your manager, your ambitions, and even your gut feeling about how safe it is to share. And the research isn’t any clearer, either.

What research says

When it comes to ADHD disclosure at work, the research is still pretty new and, honestly, a bit thin. What we do know is that a lot depends on the atmosphere in the workplace. If the culture feels safe and open, people with ADHD are more likely to talk about their diagnosis and often benefit from it. Studies show that in supportive environments, disclosure can lead to more understanding from colleagues, tailored accommodations, and even better performance and well-being. On the flip side, stigma is still a big issue. Some people report that after opening up, they were suddenly seen as less capable or were overlooked for promotions, which is obviously frustrating and unfair. Researchers point out that this “double-edged sword” of disclosure makes the decision highly individual; there’s no universal right or wrong. So the current state of science simply tells us that disclosure can be a real game-changer, but only when the timing, people, and environment are right.

While that might feel unsatisfying (who doesn’t like a clear answer?), the truth is that disclosure – as we’ve already seen above - is a deeply personal decision. What might help is a closer look at the pros and cons again so we can make an informed choice that feels right for us.

Why it might be helpful to disclose

1. Raising awareness and educating others

When we share that we have ADHD, we often open the door for curiosity and understanding. Many colleagues simply don’t know what ADHD really looks like in adults. By talking about our brains, e.g. what comes easily, what’s hard, what helps, we chip away at stereotypes and spread awareness. Knowledge is the first step toward change. Sometimes, a simple conversation can create a ripple effect of empathy and kindness.

2. Getting the support we need

Workplaces are full of unspoken expectations that entail meeting deadlines, staying organized, or prioritizing efficiently. For those of us with ADHD, these things can feel like climbing a mountain without the right gear. But when we disclose, we can actually talk about what would help: breaking down big projects into smaller steps, getting reminders before deadlines, or having the flexibility to work in a way that suits us best. Having that open dialogue can reduce stress and boost productivity for everyone.

3. Focusing on strengths, not weaknesses

When colleagues know about ADHD, it becomes easier to have honest conversations about where we shine and where we struggle. Maybe filing documents or following rigid processes isn’t our strong suit. But maybe we’re incredible in brainstorming sessions, quick problem-solvers under pressure, or full of creative ideas others wouldn’t think of. When we stop hiding our challenges, it’s easier to channel our energy into the places where we add the most value.

4. Building authentic relationships

Disclosure can deepen trust. When we let colleagues see more of who we really are, we give them the chance to meet us with authenticity, too. That doesn’t mean everyone will respond positively, but often it creates a sense of connection and humanity in the workplace. And in environments where honesty is valued, sharing our neurodivergence can foster genuine relationships and even a sense of belonging.

Why it might be risky to disclose

1. Risk of being dismissed

Even when we explain ADHD clearly, some people just won’t take it seriously. They may think our struggles are “excuses” for laziness or lack of discipline. Misconceptions from the media can cloud their judgment, and instead of listening, they dismiss. That hurts, and it can make work even harder.

2. Being seen as deficient

Sometimes, disclosure doesn’t lead to collaboration but to judgment. Instead of seeing us as whole, capable employees, we’re suddenly reduced to our diagnosis. In interviews, this can mean not getting the job. Inside companies, it might mean being quietly sidelined into positions with fewer responsibilities.

3. Missed opportunities for growth

Along those same lines, disclosure can limit career progression. A manager who sees ADHD as a liability may hesitate to offer promotions or salary increases, regardless of our skills and contributions. Instead of being seen as resourceful and resilient, we’re boxed into a label we can’t easily shake off.

4. Emotional vulnerability

Sharing that we have ADHD is deeply personal. If it isn’t met with understanding, the rejection can feel painful and isolating. We may find ourselves regretting the openness and feeling more guarded in the future. The emotional toll of negative reactions is very real—and worth considering before disclosing.

So… what’s the takeaway?

The question of whether to disclose ADHD at work has no universal answer. It’s less about “Should I?” and more about “What feels right for me in this environment, with these people, in this season of my career?”

For some of us, disclosure brings relief, support, and a chance to thrive authentically. For others, it leads to stigma and setbacks. Both experiences are valid.

What matters most is that we pause, weigh the pros and cons, and make the decision that feels best for us. And we need to remember: disclosure isn’t a one-time, all-or-nothing choice. We might decide to share with one trusted colleague but not our entire team. Or we might wait until we feel more secure in our role.

Whatever we choose, we should always keep in mind that ADHD is not a flaw. It’s part of who we are—and we have every right to build a work life that honors both our challenges and our strengths.

If you need extra help and support, book a free discovery call today! We can figure things out together!

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