Workplace
Script for Disclosing a Mental Health Condition to HR
Client needs to disclose mental health or a disability to access accommodations, but fears judgment, stigma, or retaliation from their employer.
Many clients work with untreated or under-supported symptoms because the cost of disclosing to HR seems higher than the cost of managing alone. But workplace accommodations are a legal right, and disclosure is often the only path to having them. This directive provides a specific, professional language for disclosure that names the need without over-sharing personal history.
The script is short, factual, and focused on function: what you need to do your job well.
Script for Disclosing a Mental Health Condition to HR
Before you meet with HR, write down: (1) The condition or accommodation you need. (2) How it affects your work (e.g., focusing, attending meetings, travel). (3) What would help (e.g., flexible schedule, quiet workspace, remote work on certain days).
Request a meeting with HR. In the meeting, use this language:
“I am reaching out to discuss an accommodation. I have a health condition that affects [specific function: my focus, my sleep, my ability to attend early meetings]. I am working with a healthcare provider on this. To do my job well, I need [specific accommodation: a quiet space to work, a flexible start time, the ability to take short breaks as needed]. I have a letter from my provider that confirms this if you need it.”
That is all. You do not owe details about your diagnosis, your history, or your personal circumstances.
If HR asks follow-up questions, answer directly. If they say no or push back, ask: “What information would help you understand this need?” Or: “Can we revisit this after I provide documentation from my provider?”
You are not asking for special treatment. You are asking for what you need to function in your role. This is different.
Generated with Rapport7 — rapport7.com