New Employer - best way to disclose ASD diagnosis

Hi Jimmy,

This is tricky, as Longman says, it depends on so many things - we are all different and actually employers are all different too. It is difficult and dangerous to generalise.

I have gone through a similar loop recently, clattered out of one job because of communication difficulties and gone into a new job in a state of stress left over from the previous job. The new job was also different to the old job so there was an awful lot to take on board and it hasn't been an easy ride.

The new employer made me do a health form when I started and it was at this point, not before, that I disclosed the ASD. The manager has knwon from day 1 what he has on his hands although he didn't really have any idea about how to handle it. The protection of having a label that qualifies under the equality act has given me some protection - I think I might have been sent packing without that. I am now settling in (6 months after starting) and working out how to make a good contribution.

I very much agree that disclosure up front is a good idea. Perhaps you should go to HR to make it official and to get them to provide the legal advice that they can give to your manager. Of course it depends how big the firm is, not all firms have an HR department. HR departments are otherwise to be treated very carefully as they often try to stick with the management rather than the workers' side in an argument.

There is a government scheme called Access To Work that can actually come and provide you and your employer with assistance in trying to keep you in work. They bring in specialists to provide you and your manager with advice on how to make things more managable on both sides. I would strongly recommend that you investigate this. I got some way down this when I was in the previous job but it was too late. I may use it in the current job or a future job - I have to see how things go.

You are entitled to Reasonable Adjustments (see the Equality Act) for your autism. In addition to the ATW scheme, employers usually have occupational health specialists that they can call on. It may be a good idea to get these involved to get a workplace assessment done. This would involve asking you about your issues and working with you and your manager to decide what adjustments can be made. They wouldusually get an external consultant in to do this.

Longman mentions the Triad of problems. Autism is a very comlex thing and we typically have lots more issues than the triad suggests. It is also fair to say that if you have a diagnosis, as you have, then you will be affected by the triad issues and that this can be a starting point for teaching someone about the issues that you have. You have to introduce people to this with the most important things first and the triad is probably a good starting point for most people. Some people with ASD will also have sensitiviy to light or sound or other issues such as problems with talking or ADD etc and that might need dealing with straight away.

Hi Jimmy,

This is tricky, as Longman says, it depends on so many things - we are all different and actually employers are all different too. It is difficult and dangerous to generalise.

I have gone through a similar loop recently, clattered out of one job because of communication difficulties and gone into a new job in a state of stress left over from the previous job. The new job was also different to the old job so there was an awful lot to take on board and it hasn't been an easy ride.

The new employer made me do a health form when I started and it was at this point, not before, that I disclosed the ASD. The manager has knwon from day 1 what he has on his hands although he didn't really have any idea about how to handle it. The protection of having a label that qualifies under the equality act has given me some protection - I think I might have been sent packing without that. I am now settling in (6 months after starting) and working out how to make a good contribution.

I very much agree that disclosure up front is a good idea. Perhaps you should go to HR to make it official and to get them to provide the legal advice that they can give to your manager. Of course it depends how big the firm is, not all firms have an HR department. HR departments are otherwise to be treated very carefully as they often try to stick with the management rather than the workers' side in an argument.

There is a government scheme called Access To Work that can actually come and provide you and your employer with assistance in trying to keep you in work. They bring in specialists to provide you and your manager with advice on how to make things more managable on both sides. I would strongly recommend that you investigate this. I got some way down this when I was in the previous job but it was too late. I may use it in the current job or a future job - I have to see how things go.

You are entitled to Reasonable Adjustments (see the Equality Act) for your autism. In addition to the ATW scheme, employers usually have occupational health specialists that they can call on. It may be a good idea to get these involved to get a workplace assessment done. This would involve asking you about your issues and working with you and your manager to decide what adjustments can be made. They wouldusually get an external consultant in to do this.

Longman mentions the Triad of problems. Autism is a very comlex thing and we typically have lots more issues than the triad suggests. It is also fair to say that if you have a diagnosis, as you have, then you will be affected by the triad issues and that this can be a starting point for teaching someone about the issues that you have. You have to introduce people to this with the most important things first and the triad is probably a good starting point for most people. Some people with ASD will also have sensitiviy to light or sound or other issues such as problems with talking or ADD etc and that might need dealing with straight away.