I would be careful about telling your employer - depending on your management and HR department's attitude to disabilities. It can be used against you if they choose not to support you - you might become 'too much bother' - so even though nothing has changed about you or your worrk, they might start to look at you very differently.
They might start treating you like a hand grenade with the pin pulled out - just waiting for you to do something that they can make a mountain out of.
If your employer is positive and caring about their staff - go for it.
I would be careful about telling your employer - depending on your management and HR department's attitude to disabilities. It can be used against you if they choose not to support you - you might become 'too much bother' - so even though nothing has changed about you or your worrk, they might start to look at you very differently.
They might start treating you like a hand grenade with the pin pulled out - just waiting for you to do something that they can make a mountain out of.
If your employer is positive and caring about their staff - go for it.
