Disclosing a disability to an employer in your resume

When you are among the 12.7% of US citizens with a visible or invisible disability, you begin to wonder whether you need to disclose your disability to potential employers on your resume. You know that you will need some accommodations during the hiring process, but you are also afraid that they might discriminate against you because of your disability if you mention it on your resume upfront.

So, do you really have to be frank about a disability on a resume? Are you required by law to mention it in your resume? When is the best time to bring up a disability during the hiring process? Resume Mansion’s industry experts have all the answers for you. Read on to find out how you can tell an employer about your disability and to observe the biggest benefits of this hiring season, which has opened new doors for disabled workers.

Does the US law command you to disclose a disability to an employer?

Absolutely not. You don’t have to disclose a disability while you are being considered for a job. This means you don’t have to mention your disability on your resume, cover letter, or other application materials or during an interview. Keep this fact in mind when you face an interview with a disability. Eligible employers are not allowed to discriminate against qualified candidates or employees if they have a disability, as per the Americans with Disabilities Act (ADA), enforced by the US Equal Employment Opportunity Commission (EEOC).

What are reasonable accommodations?

If a candidate wants to be protected by the ADA, they must meet job requirements and be capable of completing the essential job functions with or without reasonable accommodation. Disabled candidates can request the employer hold the interview in a wheelchair-accessible space, ask for an ASL interpreter, etc. You don’t need to self-identify as a disabled person on your job application or during an interview, even if you want to request reasonable accommodation later on.

How does the ADA affect the hiring process?

The law has prohibited employers from asking disability-related questions and requesting medical examinations until they make a conditional offer for you. There is also a limit to which employers can ask questions about a disability that you disclose. They are only allowed to ask questions about the accommodations you require, not invasive questions about your disability. Also, an employer can’t refuse to hire you because you can’t complete any of the nonessential job responsibilities.

Should you answer the disability question on job applications?

It isn’t unusual for employers to add a disability question to the job application. Some employers are required to submit data regarding job applications to the EEOC. The Equal Employment Opportunity (EEO) survey questions are there for that function. However, you must be given the option to decline to answer the question during a survey.

What are the best practices for disclosing a disability to an employer during the hiring process?

As we said previously, you don’t need to mention your disability on your job application or resume at the start. However, if you want to request special accommodations during the hiring process, you can let your employer know that you have an ADA-protected disability. Then, you can simply request the accommodations you want. In some states, employers are allowed to ask you or your medical representative for a specific diagnosis. In case you are having trouble creating a resume that doesn’t mention your disability, here’s a helpful article for you.