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Disclosure Decisions

The decision to disclose personal medical information in the workplace is a complex one, requiring careful thought and planning. There are many considerations as you decide whether to tell, to whom and how much.

Work Implications

If you have been diagnosed with multiple sclerosis, you may have good reasons to disclose it and see very specific benefits to doing so. But any decision you make today has immediate and long-term implications for your employment. Before you make a decision, weigh your options carefully. Once you reveal that information, you cannot take it back.
Ask an MS Expert: Disclosing MS in the Workplace
  • You may consider disclosing information about your MS at work because you feel the need to share information with the people around you. Feeling comfortable in your job can make the difference between a satisfying job situation and an unpleasant one. Disclosing can help you feel less alone and may reduce feelings of guilt or dishonesty.

    Pros

    • You will feel better because secrets can cause stress and anxiety.
    • You may have a chance to speak about your MS in a positive light and help inform your employer.
    • If your condition changes or you need an accommodation, it will be easier to communicate your needs.

    Cons

    • You can’t take the information back.
    • Some people have misconceptions about MS and prejudices, and may react negatively or incorrectly and see you as less competent or able to handle stress.
    • You may feel you are being held back in your career, losing opportunities to advance and participate in key projects.

  • Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) to help you keep your job.

Cons

  • Disclosing may be unnecessary because you have available vacation and sick time so there is no need to disclose at this time.
  • You don’t need accommodations to do your job successfully.
To make requests for medical leave or accommodations, you must disclose that you have a disability. You will need your doctors’ support, which includes documentation of the ways your condition limits your job performance. Under the ADA, your physician is not required to provide your diagnosis, but must certify that you have a medical condition that limits you in a particular way. However, your employer has the right to ask for details if the information does not support your request. This may result in disclosure of your diagnosis." c-nmssatomrichtext_nmssatomrichtext-host="">
Perhaps you want your boss and colleagues to understand how MS impacts your attendance or performance. You may want to take advantage of legal protections and/or accommodations or need time off for medical reasons.

Pros

Cons

  • Disclosing may be unnecessary because you have available vacation and sick time so there is no need to disclose at this time.
  • You don’t need accommodations to do your job successfully.
To make requests for medical leave or accommodations, you must disclose that you have a disability. You will need your doctors’ support, which includes documentation of the ways your condition limits your job performance. Under the ADA, your physician is not required to provide your diagnosis, but must certify that you have a medical condition that limits you in a particular way. However, your employer has the right to ask for details if the information does not support your request. This may result in disclosure of your diagnosis.

  • Reasons to disclose:

    • You’ve been at your job more than a year.
    • You have a good working relationship.
    • Your performance reviews have been positive.
    • Your boss has a history of supporting others with special needs.
    • Your boss will help you obtain accommodations, if needed.
    • Your boss is discreet.
    • You will be relieved of the stress related to keeping a secret.

    Reasons not to:

    • You are new to your job.
    • Your performance reviews have been inconsistent or poor.
    • You don’t know if your boss will keep the information private, which isn’t required by law.
    • Your boss is not known for supporting people with special needs.
    • Your boss may worry about your productivity.
    • Your boss may view you as less competent. 
    • Your boss may become overly protective or hesitate to promote you.

  • Reasons to disclose:

    • You need an accommodation, work modification or time off. 
    • HR managers are trained to assist people with disclosure issues and the ADA, and can help you seek accommodations.
    • The ADA requires HR managers to keep all medical information confidential.

    Reasons not to disclose:

    • You don’t have any special requests. 
    • You have heard that your HR department isn’t knowledgeable about the ADA or supportive of people with special needs.

  • Reasons to disclose:

    • You will have the opportunity to inform them about MS and your symptoms. 
    • You may get their support.
    • You will be relieved of the stress of keeping a secret and hiding how you feel.
    • You will feel more comfortable on the job and less isolated.
    • You will feel better able to ask for help if you need it.

    Reasons not to disclose:

    • Some people may react negatively, have limited knowledge of MS and make incorrect assumptions. 
    • Co-workers are not required to keep the information confidential, so you may lose control of who knows about your MS.

  • When requesting time off or an accommodation, under the ADA, you have to say that you have a medical or neurological condition, but not that you have MS.However, if the information you provide is not sufficient to determine that you have a qualified disability under the ADA, your employer has the right to ask for details. Since definitions of disability may differ, you might want to check with state and local human rights offices.Partial disclosure may lead others to speculate about it, wonder if you’re hiding something and make incorrect assumptions. Your employer may jump to conclusions and pass you up for promotion.

  • Full disclosure gives you a chance to educate your employer about MS and its impact on you. It opens the door to communicate your needs as they come up. To get materials for your employer, or advice on how to talk to them about MS, call an MS Navigator at 1-800-344-4867.Full disclosure also eliminates speculation. You may get the support and assistance you need, in addition to relief from the stress of hiding your condition.

ADA and the FMLA, as well as your local human rights laws. Familiarize yourself with your company’s policies on time off and leave, as well as short- or long-term disability requirements. Should you decide to disclose, this information can protect you. Keep in mind that:
  • If your employer has fewer than 15 employees, the ADA does not cover you, but state protections might.
  • If you work for the federal government, you are covered by the Rehabilitation Act of 1973.
  • If you work for a state or local government, you are covered by the ADA but may not sue for monetary damages or lawyer’s fees.
Also, know that the law does not require you to disclose your MS in a job interview, and the interviewer may not ask disability-related questions." c-nmssatomrichtext_nmssatomrichtext-host="">
Bottom line: Although you may wish to give as little information as possible, partial disclosure may not be sufficient when requesting an accommodation or medical leave. Providing details may lead to disclosure of your diagnosis.Support for your decision: Each situation is unique. When it comes to disclosure, there is no single or simple answer. Disclosure involves risks, and only you can decide what is right for you. 

Know Your Rights

Whatever your decision, know your rights under the ADA and the FMLA, as well as your local human rights laws. Familiarize yourself with your company’s policies on time off and leave, as well as short- or long-term disability requirements. Should you decide to disclose, this information can protect you. Keep in mind that:
  • If your employer has fewer than 15 employees, the ADA does not cover you, but state protections might.
  • If you work for the federal government, you are covered by the Rehabilitation Act of 1973.
  • If you work for a state or local government, you are covered by the ADA but may not sue for monetary damages or lawyer’s fees.
Also, know that the law does not require you to disclose your MS in a job interview, and the interviewer may not ask disability-related questions.

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© 2025 The National Multiple Sclerosis Society is a tax exempt 501(c)3 nonprofit organization. Its Identification Number (EIN) is 13-5661935.

The National Multiple Sclerosis Society is proud to be a source of information on multiple sclerosis related topics. Unless otherwise indicated, the information provided is based on professional advice, published experience and expert opinion. However, the information does not constitute medical or legal advice. For specific medical advice, consult a qualified physician. For specific legal advice, consult a qualified attorney.