How to Tell My Boss I Have ASD, ADHD & HSP (Highly Sensitive Person)
Is It Safe to Tell My Boss I’m Neurodivergent?
If you’re neurodivergent — such as having ADHD (Attention‑Deficit/Hyperactivity Disorder), ASD (Autism Spectrum Disorder), and/or identify as a Highly Sensitive Person (HSP) — you might naturally wonder:
➡️ “Is it safe to tell my boss about my condition?”
➡️ “Will they treat me differently?”
➡️ “How do I explain what I need without sounding like I’m making excuses?”
These are valid questions. Many people struggle with whether to disclose their neurodivergence at work because brains that function differently are often misunderstood by neurotypical environments — and disclosure can feel emotionally risky. However, when done thoughtfully, disclosure can also unlock support, accommodations, and a more sustainable work life.
This blog post dives into when, why, and how to tell your boss, what the research says, emotional factors, famous success stories, and how to make the conversation supportive — without sounding like a “weakness.”
Why You Might Be Hesitant (and That’s Normal)
Disclosing any part of your identity — especially something as misunderstood as neurodivergence — can stir up fear of judgement, bias, or being treated differently. Many neurodivergent people worry that revealing they have ADHD, ASD, or are highly sensitive may lead employers or colleagues to:
💭 Assume they are less capable
💭 Treat them unfairly
💭 Underestimate their skills
💭 Attribute every challenge to the condition
💭 Reduce opportunities for advancement
In a 2024 survey, 76% of neurodivergent employees said they didn’t feel comfortable disclosing their condition at work, largely due to concerns about bias and misunderstanding.
There are also cultural and emotional layers — fear of rejection, previous negative experiences, and masking (pretending to be “neurotypical” to fit in) can make the idea of disclosure feel daunting.
Why Neurodivergence Is Not a Sickness
It’s important to clarify: ADHD and ASD are not illnesses to be “cured” — they are neurodevelopmental differences that shape how your brain processes information, sensory input, emotion, and social cues. Similarly, HSP (Highly Sensitive Person) describes a trait involving deeper sensory processing and emotional responsiveness. These are natural variations, not defects.
That means disclosure is not about saying, “I’m broken” — it’s about helping others understand how you best function and what adjustments help you thrive.
Real Success Stories: When Disclosure Helped
Dr. Edward Hallowell (ADHD Advocate)
Dr. Edward Hallowell — a Harvard‑educated psychiatrist with ADHD — has openly discussed his neurodivergence and professional life challenges. He advocates transparency about ADHD, saying people should be able to describe their brain without fear of penalty, and that diverse cognitive styles are workplace assets.
His message resonates with many: neurodivergent traits like creativity, hyperfocus, and out‑of‑the‑box thinking can be strengths when understood and supported.
Simone Biles (Mental Health & Neurodiversity Visibility)
While not specifically ADHD/ASD, Olympic gymnast Simone Biles has publicly discussed mental health and neurocognitive struggles, reshaping how people perceive “difference” in high‑performance spaces — emphasizing that asking for help or adjustments is a strength, not a flaw.
How Many People Are Diagnosed vs. Undiagnosed
Even though neurodivergent traits are common, many people never receive formal diagnoses:
🔹Neurodivergent conditions like ASD and ADHD affect about 15–20% of people worldwide.
🔹 A large portion of adults remain undiagnosed or diagnosed later in life because traits are internal and less outwardly visible.
🔹 Many individuals also experience multiple traits (e.g., ADHD and ASD) without recognition or support, increasing uncertainty about whether or how to disclose.
This means many people are navigating their work lives without the support they could benefit from — often because they fear judgement or don’t know how to talk about it.
When Disclosure Can Be Helpful
You don’t have to disclose your diagnosis to get support — but sharing it can:
✔️ Open the door to reasonable adjustments like quieter workspaces, flexible hours, or alternative communication formats.
✔️ Help your manager understand why certain work styles help you thrive
✔️ Reduce the pressure to mask and perform neurotypical behaviours
✔️ Improve performance and reduce stress
Reasonable adjustments don’t require a formal diagnosis — they’re about what helps you work at your best.
How to Tell Your Boss: Step‑by‑Step Guide
Here’s a concrete, practical approach based on workplace guidance:
1. Choose the Right Time & Setting
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Aim for a one‑on‑one meeting with your manager or HR
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Avoid times of high stress or performance review periods
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Prepare your thoughts in advance
2. Focus on Work Impact and Solutions
Instead of centering the conversation on a “label,” frame it around:
🗣 “Here’s how I work best…”
🗣 “I’ve noticed these challenges impact my productivity…”
🗣 “I’ve found these adjustments help me perform better…”
For example:
“I’ve noticed I work best with written instructions after meetings and a quieter workspace. These adjustments really help me deliver my best work.”
3. Keep It Professional and Positive
Avoid framing your diagnosis as an “excuse.” Instead, outline how adjustments benefit both you and the team.
4. Provide a Plan
Come with suggestions:
✔ Flexible start/finish times
✔ Noise‑canceling headphones or quiet work zone
✔ Clear written instructions after verbal meetings
✔ Regular one‑on‑one check‑ins
Being prepared shows confidence and helps your manager grasp what support looks like in practice.
5. Know Your Rights
While specific laws vary by country, many regions protect neurodivergent conditions under disability or workplace inclusion legislation — meaning employers may be required to consider reasonable adjustments once you disclose or express needs.
Emotional Factors: Disclosure Can Feel Vulnerable
Talking about your brain and sensitivity at work can stir:
✨ Fear of judgement
✨ Anxiety about being misunderstood
✨ Worries about career prospects
✨ Hope for understanding and support
These emotional dynamics are real — and part of the reason many neurodivergent people resist disclosure. But when communicated with clarity and respect, many managers respond with increased empathy and productivity support.
Why Neurotypical People May Struggle to Understand
Neurotypical individuals often assume everyone experiences work and communication the same way. This can lead to:
🔹 Misinterpretations of behaviour
🔹 Stereotypes about conditions like ADHD or autism
🔹 Assumptions that “everyone should just try harder”
🔹 Ignorance about the strengths of different cognitive styles
Because these experiences are internal and invisible, neurotypical individuals may need education and exposure to understand them truly.
Many users also searched:
Q: Should I tell my boss I have ADHD/ASD/HSP in Singapore?
Disclosure isn’t required, but knowing how to communicate your needs can help with reasonable adjustments if your workplace is supportive and inclusive.
Q: How do I request workplace adjustments without telling my diagnosis?
You can focus on specific needs like quiet workspaces, clear instructions, or flexible schedules without naming the diagnosis — and still improve performance.
Q: Is it legal to disclose neurodiversity in Singapore?
Yes — employees can share personal health information voluntarily. Employers must handle it confidentially and respectfully.
Q: What accommodations can I ask for at work for ADHD or ASD?
Examples include noise‑reduction tools, flexible hours, remote work options, quiet zones, written instructions after meetings, and one‑on‑one check‑ins.
Conclusion: Disclosure Is Personal, Strategic, and Empowering
There’s no single right answer to whether you should tell your boss about your ADHD, ASD, or HSP traits. What matters most is:
🧩 Your comfort and safety
🧩 Your needs at work
🧩 Your strategy for communication
🧩 Your workplace culture and support systems
Disclosing isn’t about weakness — it’s about clarity, communication, and partnership with your employer to help you perform at your best. With preparation, confidence, and a focus on work impact and supportive adjustments, you can navigate this conversation with professionalism and self‑advocacy.