Flexible Work Arrangements: To Tell or Not to Tell About Mental Health at Work

The Benefits of Disclosing to Access Flexible Work Arrangements

Deciding whether to tell your boss about a mental health diagnosis is a deeply personal and often stressful choice. There is no single “right” answer, as it depends on your circumstances, your workplace culture, and your relationship with your manager. This is your private health information, and you are in control of who you share it with.

Rather than seeing it as a simple “yes or no”, it can help to view disclosure as a strategic choice, with potential benefits and risks to weigh carefully.

The Reasons to Consider Disclosing

Sharing your mental health status with your employer is not specifically about revealing your deepest secrets. It is about getting the support you need to be able to thrive and grow at work.

Access to Reasonable Adjustments and Flexible Work Arrangements
Under Australian law, employers are required to make “reasonable adjustments” for employees with a disability, including mental health conditions. Disclosure is the first step to accessing these supports. Adjustments might include:

• Flexible start and finish times to attend appointments.
• Flexible work arrangements, such as working from home on certain days.
• A quieter workspace to reduce sensory overload.
• Receiving instructions in writing to aid concentration.

Providing Context for Your Work
If your performance has been affected, or you have needed extra sick days, sharing your situation can prevent misunderstandings. It frames challenges as health-related, rather than a lack of commitment or skill.

Reducing the Mental Load
Actively hiding a significant part of your life can be exhausting. For some, disclosure brings relief, reducing the stress of pretending everything is fine and fostering a more authentic relationship with their manager as well as their co-workers.

The Risks and Reasons for Caution

Unfortunately, stigma around mental health still exists. Consider potential downsides before speaking up.

Risk of Stigma and Misunderstanding
Some managers may hold misconceptions about mental health and wrongly assume it affects competence or reliability. This could influence the type of work or opportunities you are given.

Concerns About Privacy
Once shared, you lose some control over the information. Legally, managers should maintain confidentiality, but details could be shared with HR or senior leaders.

A Negative Reaction
Some managers may lack understanding or training and respond awkwardly or dismissively, making your work situation more stressful.

How to Make the Decision and What to Do

If you choose to disclose, preparation is key. You do not need to share everything.

Know Your Goal
Decide what you want from the conversation. Are you seeking specific adjustments, such as flexible work arrangements, or just providing context? Clear goals help guide the discussion.

Decide Who to Tell
Sometimes HR is the best first point of contact rather than your direct manager. HR professionals are better trained in workplace health legislation and can facilitate arrangements.

Focus on Work, Not the Diagnosis
You do not need to name your specific condition. Frame the conversation around symptoms and support needed. For example:

“I manage a health condition that affects my concentration. Having written instructions for complex tasks would help me perform at my best.”

Get Support from Your Doctor

A letter from your GP or psychologist does not need to name your diagnosis but can confirm a medical condition exists and recommend practical adjustments, including flexible work arrangements.

Ultimately, you are your own best advocate. Consider your workplace culture, trust your instincts about the people you work with, and make the choice that protects your health, privacy, and career.

Need guidance on navigating flexible work arrangements and disclosure at work? Book a confidential consult today and get tailored support to protect your health, privacy, and career.