The AuDHD Boss: Neurodiversity at Work with Brett Whitmarsh Disclosing Your ADHD or Autism Diagnosis at Work: What HR Actually Needs to Know
Apr 1, 2026
A practical walk-through of when and how to ask for workplace accommodations without immediately naming a diagnosis. Clear comparison of informal manager arrangements versus formal HR processes and necessary paperwork. Explanations of what counts as an accommodation and how confidentiality and ADA protections actually work. Concrete phrasing tips and steps to prepare before you reach out.
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HR Process Immediately Becomes Procedural
- Formal accommodation requests trigger a highly procedural HR workflow with strict paperwork and deadlines that limits HR's ability to coach you through options.
- Brett recommends having a therapist or medical professional help you navigate the forms and offers a worksheet he created.
Name The Barrier And The Exact Solution
- Define the barrier and the specific solution you need before requesting an accommodation and frame it as improving job performance.
- Name the exact task you struggle with and propose a concrete accommodation so HR or managers can approve it.
Highlight Low Or No Cost To Employer
- Emphasize that many reasonable accommodations cost the company nothing to increase approval odds.
- Brett cites Job Accommodations Network data showing a large portion of neurodivergent requests have $0 cost.