Disclosing Disability on a Job Application

A Steeper Hill for Disabled Jobseekers

It is a difficult time on many levels of U.S. society. Disabled people on the job market are negotiating so many hills which have recently been made steeper. The decision to disclose a disability is more complicated now because the stakes are higher, and the protections once assumed to be in place are being removed for the sake of corporate “efficiency.”

Disclosing disability on a job application, or even later in the hiring process, has never been a straightforward decision. Disclosure has long carried risk for disabled and neurodivergent jobseekers. Some of us recognize that disabled employees tend to come with additional skillsets that do not get credit on résumés, because disabled people have had to navigate extra barriers throughout their lives. But hiring managers might not know of these likely strengths and can misinterpret the implications of disability.

Additional risks of disclosing disability include automated résumé filters that might screen people out based on employment gaps or nontraditional work histories. Even the way an accommodation request is phrased can flag a candidate for rejection.

Even though the Americans with Disabilities Act (ADA) is meant to protect against discrimination, research has shown that disclosing disability to an employer can still result in fewer callbacks and offers. In a large field experiment, disabled applicants were significantly less likely to hear back from potential employers than nondisabled applicants with equivalent credentials (Ameri et al., 2017).

This likely contributes to the substantial employment gap between disabled and nondisabled people in the U.S. In 2024, only 23% of disabled people aged 16 to 64 were employed, compared to 66% of nondisabled people in the same age group (U.S. Bureau of Labor Statistics, 2025). This disparity reflects structural exclusion built into the way hiring and employment function in the U.S.

Legal Uncertainty

In March 2025, the U.S. Department of Justice rescinded 11 guidance documents related to the ADA. In its official statement, the DOJ described these documents as “unnecessary and outdated,” claiming that eliminating them would “reduce compliance-related confusion and help businesses lower costs for consumers” (U.S. Department of Justice, 2025, para. 3).

One of the rescinded documents was the 2015 ADA Technical Assistance on Website Accessibility, which provided clarification on digital accessibility and public accommodation compliance. While the ADA statute remains intact, this rollback weakens the interpretive infrastructure that helps disabled people understand and advocate for their rights. Without clear federal guidance, it may now be easier for employers to claim ambiguity and harder for disabled workers to hold organizations accountable.

This is part of a broader political effort to dismantle diversity, equity, inclusion, and accessibility (DEIA) initiatives across the U.S. On the first day of the current administration, the Accessibility Statement was removed from the White House website (see archival capture via the Wayback Machine).

Undermining disability rights has historically signaled that wider civil liberties are at risk. When these protections are rolled back, the effects are not evenly distributed. People who are disabled and also Black, queer, undocumented, or otherwise marginalized encounter additional limits to their access to employment and workplace protections.

Disclosing Disability on a Job Application in 2025?

Given the current climate, which is shifting rapidly, disclosing disability to an employer becomes an even more complex calculation. You now need to be thinking not only about your needs, but also about your gut sense of the company’s values and culture. For many of us, there are indirect ways that our disability status shows up in our materials anyway. Things like gaps from hospitalizations, or prior jobs at disability-focused organizations can lead employers to make inferences.

Despite the risks, disclosure of disability or neurodivergence can still possibly help you somewhat. It can help you avoid working somewhere that would be hostile or unwilling to meet your access needs. If an employer does not value disabled employees, you may not want to work for them. At least then you are making an informed decision. Transparency can help you filter into a better workplace fit.

Some people choose to be visible about disability or neurodivergence as part of how they live. Others disclose because they need accommodations early in the application or interview process, or they do not wish to mask or cannot do so. There is no one right answer.

A Word of Encouragement

I know it’s hard. This job market is unforgiving and at this point pretty tenuous. Many of the systems in place do not make room for the realities of disabled people’s lives. For those of you on the market today trying to navigate all of this, you are doing so much. And everything feels like too much. I know. For what it’s worth, you are probably doing great.

Disclaimer: I am not a legal professional. This article is for informational purposes only and does not constitute legal advice. If you are considering disclosing disability to an employer or on a job application, you may want to consult with an employment lawyer who specializes in disability rights.

Want to discuss this topic?

* There is this post on bluesky and this thread on facebook *  

References

Ameri, M., Schur, L., Adya, M., Bentley, S., McKay, P., & Kruse, D. (2017). The disability employment puzzle: A field experiment on employer hiring behavior. ILR Review, 71(2), 329–364. https://doi.org/10.1177/0019793917717474

U.S. Bureau of Labor Statistics. (2025, February 25). Persons with a disability: Labor force characteristics summary. https://www.bls.gov/news.release/disabl.nr0.htm

U.S. Department of Justice. (2025, March 19). Justice Department announces actions to combat cost-of-living crisis, including rescinding 11 pieces of guidance. https://www.justice.gov/opa/pr/justice-department-announces-actions-combat-cost-living-crisis-including-rescinding-11