ADA Rights You Might Not Know You Have

(Summary) If you have Dissociative Identity Disorder (DID) or Other Specified Dissociative Disorder (OSDD), you may wonder if you must disclose your diagnosis at work. Under the Americans with Disabilities Act (ADA), you have the right to privacy—whether you’re applying for a job or already employed. Understanding your legal protections can help you decide when, how, or if you want to share your diagnosis with an employer or coworker.

Last week I covered the issue of legal protections against discrimination for having DID or OSDD. This week, I want to talk about whether or not you have to tell your employer about your DID or OSDD. And what if a manager or coworker asked you point blank?

First, I want to note that I am not an attorney. Please consult an actual attorney for information that pertains to your particular situation.

The Americans with Disabilities Act, or ADA, offers you two important protections. The first of these protections is your right to choose whether or not to tell an employer about your DID or OSDD. You have the right to protect your privacy. This is also true if you are applying for a job. You are not obligated to tell a potential employer about your DID or OSDD before they decide to hire you—or after they hire you. You can choose to tell one potential employer but not another, if you want. It’s entirely up to you.

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