How to Write a Disclosure Letter for Your Employer

Verbal disclosure is fine for an initial conversation, but a written letter creates something a conversation can't: a record. It documents when your employer became aware of your condition, what adjustments you've requested, and what your specific needs are. If anything goes wrong later (a refused adjustment, a performance process that doesn't account for your disability), that written record becomes essential evidence. ACAS recommends putting requests for reasonable adjustments in writing, and they provide a template to help.

Who to Address It To

This depends on your workplace and your relationships. If you have a good relationship with your line manager, address it to them. They're the person most likely to implement day-to-day adjustments. If you'd prefer a more formal route, or if your relationship with your manager is part of the problem, address it to HR. You can also send it to both. Specify in the letter who you're comfortable having access to the information: if you want it kept confidential to HR and your direct manager, say so explicitly.

What to Include

A good disclosure letter covers five things: what you're disclosing, how it affects your work, what adjustments would help, what you'd like to happen next, and any supporting documentation. You don't need to write a medical autobiography. The focus should be practical: how the condition creates barriers at work, and what changes would remove or reduce them.

Structure

1. 1

   Opening: state that you're writing to inform them about a condition that affects your work, and that you'd like to discuss reasonable adjustments. Keep it direct. 'I'm writing to let you know that I have been diagnosed with ADHD, and to request reasonable adjustments under the Equality Act 2010.'

2. 2

   Impact on your work: describe how your condition specifically affects your role. Be concrete and work-focused. Instead of listing clinical symptoms, describe functional impact: 'I find it very difficult to concentrate in the open-plan office due to noise sensitivity' or 'I struggle to retain verbal instructions and need written follow-ups to avoid missing important details.' Focus on 3-5 key impacts that adjustments could address.

3. 3

   Requested adjustments: list specific, practical changes that would help. The more concrete you are, the easier it is for your employer to act. 'A quieter workspace or permission to wear noise-cancelling headphones' is more actionable than 'a less distracting environment.' Reference what you've researched: ADHD UK's reasonable adjustments guide and ACAS neurodiversity guidance both list common adjustments by condition.

4. 4

   Next steps: request a meeting to discuss the adjustments in person. Ask for agreed adjustments to be confirmed in writing afterwards. 'I would welcome a meeting to discuss these adjustments at your convenience. I'd appreciate written confirmation of any agreed changes, as ACAS recommends.'

5. 5

   Supporting documentation: mention any evidence you can provide (diagnostic report, GP letter, occupational health assessment). You're not obliged to share your full medical history, but attaching a copy of your diagnosis letter strengthens the request.

What You Don't Have to Say

You don't need to share your full diagnostic history, your medication details, your childhood experiences, or anything else that feels too personal. The Equality Act protects you based on functional impact, not diagnostic detail. You also don't need a formal diagnosis to make the request: ACAS confirms that employers should offer support whether or not a diagnostic letter exists. A letter from your GP confirming you're on an assessment waiting list, combined with a description of your difficulties, is sufficient to start the conversation.

Example Structure

The Legal Effect of Your Letter

Once your employer receives your letter, they have actual knowledge of your disability. This triggers their duty under Section 20 of the Equality Act 2010 to make reasonable adjustments. They can no longer argue they didn't know about your needs. If they fail to act on your request without a genuine justification, that failure is a specific form of disability discrimination. The written record you've created becomes your evidence.

After Sending the Letter

If your employer responds positively, attend the meeting, discuss your needs, and get the agreed adjustments in writing. Review them after a few weeks to check they're working. If your employer ignores the letter or refuses adjustments without justification, follow up in writing, referencing your original request and the legal duty to adjust. If the situation doesn't improve, contact ACAS early conciliation for free advice, or consider seeking legal support.

You might also consider an Access to Work application alongside your disclosure. The grant can fund specialist support (coaching, assistive technology, a support worker) that goes beyond what most employers can provide through adjustments alone. Your employer doesn't pay for Access to Work support, which removes cost as a barrier to getting what you need.

Sources

ACAS: Asking for reasonable adjustments · ACAS: Reasonable adjustment request template · ACAS: Adjustments for neurodiversity · Equality Act 2010, Section 20 · ADHD UK: Reasonable adjustments · National Autistic Society: Deciding whether to tell employers