Full (mental health) disclosure: why it still feels like a risky move at work

Let’s be honest. Despite the progress we’ve made in how we talk about mental health, disclosure in professional settings remains complex. Even the word ‘disclosure’ is loaded. It sounds clinical and just a little bit bureaucratic; it suggests secrecy or confession.

A mix of stigma, fear and uncertainty still prevents many people from being upfront about their struggles with mental health, even when doing so could unlock critical support. Just the thought of sharing that part of yourself at work can stir up fears about being judged, sidelined or seen as less competent. And it doesn’t help that organisations still use phrases and terms that often carry hidden bias like “culture fit” and “resilience”.

According to Mind’s Big Mental Health Report (2024), just 14% of people with mental health challenges feel comfortable disclosing to a potential or current employer. Behind that sits a culture where silent suffering still feels safer than speaking up. And with 1 in 5 employees reporting discrimination at work due to a mental health issue, it’s clear that for some, the risk of disclosure isn’t worth the reward (i.e., support).

And we’re footing the bill for it. Not just emotionally, but economically too. Poor mental health now costs the UK around £57.4 billion a year, due to absenteeism, presenteeism, and a revolving door of staff turnover. It’s crucial, now more than ever, that businesses create an environment where disclosure doesn’t feel scary. Because what’s good for people is good for business.

The legal bit

What does the law have to do with it? Well, under the Equality Act 2010, someone with poor mental health can be considered disabled if:

• It has a substantial adverse effect on their life (e.g., they regularly struggle to focus on a task)
• It lasts, or is expected to last, at least 12 months
• It affects their ability to carry out their normal day-to-day activities (e.g., sticking to set work shifts)

Many mental health conditions are classed as disabilities, even if there’s no diagnosis, or symptoms don’t show up all the time. So legally, you’re entitled to reasonable adjustments. That could be anything from flexible hours to time off for therapy. But here’s the kicker: rights don’t mean readiness. Unless there’s trust, disclosure is just a box-ticking exercise. And right now, 42% of employees say their workplace doesn’t have an open culture around mental health. Translation: we’ve still got work to do.

Some organisations are setting the standard. Kantar links wellbeing directly to performance and culture. Hazlewoods supports employees with mental health apps, gym memberships and hybrid work. Mindful Chef has baked mental health into their perks, policies and support systems, and Everyturn has introduced resources to promote physiological and psychological wellbeing, while fostering an environment that encourages colleague engagement.

Disclosure in practice

To truly support and encourage mental health disclosure, employers must:

• Create an environment where people feel safe to share
• Communicate rights and support systems clearly
• Implement inclusion practices, not just policies
• Train managers to respond with empathy, not scepticism

How to disclose mental health at work

If you do decide you’re ready to share and ask for support, here are some tips for navigating mental health disclosure:

1. Know that it’s your call. You’re not legally required to disclose a mental health condition unless it affects your ability to do the job or it creates a safety risk.

2. Research the company’s stance. Look for policies and support on offer. If “bring your whole self” seems more slogan than substance, disclosure might need extra caution.

3. Pick your person. Pick someone you trust: a manager, HR or occupational health. You don’t have to tell everyone. Targeted disclosure is often more effective.

4. Come prepared. Bring suggestions such as flexible working options, quieter spaces or adjusted deadlines. Having ideas shows initiative and helps guide the conversation.

5. Frame it around support. You’re not confessing, you’re advocating for yourself. Focus on what adjustments will help you thrive, not just on what’s challenging.

6. Use the law as backup. Know your rights. You’re protected from discrimination under The Equality Act 2010 and entitled to reasonable adjustments.

7. Don’t wait for a diagnosis. You don’t need a formal label to ask for support. If your mental health is affecting your work (or vice versa), that’s reason enough to speak up.

8. Start small. You don’t have to share everything all at once. It can be a simple conversation about how you’re feeling and what might help.

9. Find an ally. Whether it’s a colleague, mentor or Mental Health First Aider, having someone in your corner can make disclosure feel less daunting.

10. Remember: you’re not alone. Many navigate mental health at work. Disclosure isn’t a weakness – it’s a step toward better support.

Showing up with your whole self only works if the workplace doesn’t punish the parts we’ve been taught to hide. Instead of asking candidates if they’re the right “fit” perhaps it’s time businesses question if the fit is functional for every kind of mind.

If you’re an employer, your job isn’t just to wait for someone to disclose – it’s to build a culture where they don’t have to second-guess it. And if you’re an employee navigating the mental maths of disclosure, your experience is more common than you may think.

Disclosure beyond the workplace

Disclosure isn’t just a professional issue – it’s also a deeply personal one. Whether you’re telling a friend, a prospective partner, a family member or a colleague, the act of sharing a mental health condition is kind of like crossing a bridge. You choose when to step onto it, how far to go and what to carry with you. But you can never control what’s waiting on the other side.

That’s the paradox: you have agency over what you say, when you say it, and to whom – but not over how it’s received. It might be met with compassion or confusion. Someone’s reaction might be shaped by their own experiences, fears or misunderstandings. You might need to revisit, reframe or retreat. And that’s okay.

Here are a few things to keep in mind when disclosing outside of work:

• You don’t owe anyone your full story. Boundaries are part of self-care.
• You can change your mind. Disclosure isn’t a one-time event – it’s a way of opening a conversation.
• You’re allowed to ask for what you need. Whether it’s space or support.
• Not everyone will understand, and that’s not a reflection of your worth.
• You’re not alone. Millions of people navigate this terrain and every bridge crossed makes it easier for the next person.

Disclosure is never just about information, it’s about connection. And whether it happens in a boardroom or a living room, it deserves to be met with empathy, not judgement.