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Disclosure and confidentiality

Disclosure and confidentiality

If you have, or think that you might have, a neurodiverse condition you are not obliged to tell your employer.

However, we would advise that you do talk about this to your employer, with the support of your Neurodiversity champion or union rep. This is because disclosure will entitle you to the protection of the law - most neurodiverse conditions will count as hidden disabilities under the Equality Act 2010 - and will enable you to be supported in your work through reasonable adjustments to your role.

Your employer - the person to whom you disclose - is required not to pass on information about your disclosure to anybody else in the organisation (i.e. third party disclosure) without your consent. So if you decide to talk to your line manager but do not want anybody else to know then they should respect this right to confidentiality. However, do bear in mind that if you need reasonable adjustments then other people may need to know in order to facilitate these.

Neurodiversity screenings 

If you have undertaken an HDQ screening for hidden disabilities with one of TSSA's neurodiversity champions this will be dealt with in complete confidentiality. Nobody else will be told that you have done the screener, or what the results were. The completed screener will be returned to you and the information will not be stored electronically (we handle screener data in accordance with the Data Protection Act 1998).