Navigating MS disclosure decision at Work

Learn from my MS disclosure mistakes

Looking back, I see how much smoother my disclosure process could have been with the right preparation. When I first told my employer about my MS, I handled it about as poorly as humanly possible. I made every mistake in the book and might have even invented a few new ones😉

This post is meant to help you avoid the pitfalls I stumbled into and set yourself up for a strategic and well informed disclosure process.

To do so, let’s go way back and take a page from Socrates by applying his Method of structured questioning. A series of thoughtful, probing inquiries designed to guide one’s critical thinking. Before making your super important disclosure decision, slow it down and examine it from multiple angles. When you’ve explored something through this kind of deliberate, reflective questioning, your final choice is almost always stronger and more grounded.

10 Questions to Ask Yourself Before Disclosing MS at Work:

1. Am I in the right frame of mind?

Can you discuss your MS clearly and calmly without feeling overwhelmed or overly emotional?

2. Do I fully understand my condition?

Do you have a clear diagnosis and prognosis? How could your symptoms impact your work, both now and in the future?

3. Am I in a strong position at work?

Are you seen as a solid performer? Does your boss respect and support you? A strong reputation can help reduce negative assumptions.

4. How does my organization handle sensitive news?

Does your company have a culture of confidentiality and support? Or do you have concerns about how this information might be handled?

5. What is my primary goal in disclosing?

Are you seeking accommodations, preparing for future health challenges, or simply informing key individuals for transparency?

6. What are the potential risks of disclosure?

How might your career trajectory, reputation, or relationships with colleagues be affected?

7. How do I expect my manager to respond?

Is your manager someone you trust to handle this news sensitively and constructively? Or are there concerns about their reaction?

8. Is my workplace legally compliant?

Do you understand how your organization adheres to the Americans with Disabilities Act (ADA)? Are reasonable accommodations available and enforced?

9. Who should I disclose to?

Would you feel safer discussing this with HR first, or would you rather tell your manager directly? And if you tell HR, will they inform your manager?

10. When is the best time to disclose?

Should you share early? Wait until symptoms become visible? Or only disclose when accommodations become necessary?

I think we’re on a roll…so let’s make it an even 20 MS disclosure questions. Why wait for the next post 🙂

11.    Do I have a clear plan for the disclosure decision conversation?

Can I present my MS in a professional, solution focused way that emphasizes my ability to continue contributing effectively? Or am I going to burst into tears?

12.    How much detail should I share? Will I stick to how MS impacts my work, or do I feel the need to provide more context about my condition?

13.    Am I clear on my legal rights?

Do I fully understand my right to privacy, reasonable accommodations, and protection against discrimination under the ADA? Am I willing to fight for those rights if needed?

14.    What specific accommodations do I need?

Does my doctor or neurologist recommend any accommodations? Based on my company’s culture, would they be open to flexible hours, assistive tools, or remote work?

15.    How might my decision and disclosure process impact my team or employees?

Could my decision affect team dynamics, workloads, or project timelines? How can I mitigate any potential disruptions?

16.    Am I truly prepared for the potential reactions?

How will I respond to support, neutrality, misunderstandings, or even bias?

17.    Do I need external support?

Would consulting an MS support group, legal advisor, or career coach help me feel more confident about disclosure?

18.    Are there alternatives to disclosure?

Could informal adjustments such as modifying my schedule or tasks address my needs without making it a big deal?

19.    What is my company’s track record with inclusion?

Has my employer demonstrated a history of supporting employees with chronic illnesses or disabilities?

20.    How can I protect my privacy?

What steps can I take to ensure my disclosure is shared only with those who need to know? Is that even possible?

Closing Thoughts

Deciding whether to disclose MS at work is deeply personal, often complicated, and certainly can be very stressful. The right path depends on your unique circumstances, career goals, and comfort level. There’s no one-size-fits-all approach, but asking yourself the right questions can help you make an informed choice with confidence.

Still weighing your options? Take your time. Reflect on your priorities, consider your needs, and gather as much information as possible before making a move.

Already decided to disclose and need a practical roadmap for what works and what doesn’t?

Coming Up Next:

In my next post, I’ll break down the Do’s and Don’ts of disclosing MS at work, sharing real-world insights and lessons learned.

Be balanced, stay strong.