How to Ask for Workplace Accommodations Without Over-explaining
Asking for workplace accommodations can feel like walking a tightrope. You want to be clear, professional, and legally protected, but you also want to avoid sharing more than you need to. If you’ve ever worried about saying too much, being disbelieved, or coming across as unprofessional, you’re not alone.
In my work advising individuals navigating disability-related barriers, I hear this concern all the time:
“How do I ask for what I need without oversharing or sounding defensive?”
Here’s the good news:
You do not need to disclose your diagnosis, share your full medical history, or convince your employer you are "disabled enough" to be taken seriously.
Let’s break down how to make a strong, legally sound request that respects your privacy and gets results.
1. Know What You’re Entitled To
Under the Americans with Disabilities Act (ADA) and similar state laws, employees with disabilities have the right to request reasonable accommodations to perform the essential functions of their jobs. This includes both physical and mental health conditions that substantially limit a major life activity, even if the condition isn’t visible or constant.
You don’t have to use the exact phrase “reasonable accommodation,” but your request should clearly connect your need to a work-related barrier.
Instead of:
“I’ve been struggling a lot lately and could really use some support.”
Try:
“I’m requesting a workplace adjustment to address a barrier that’s impacting my ability to focus, meet deadlines, or communicate.”
2. Keep the Focus on Function, Not Diagnosis
You are not obligated to disclose your exact condition. Your request should focus on what you need and why it helps, not a detailed explanation of your medical status.
You can say something like:
“I have a health condition that affects my concentration and stress tolerance, and I’m requesting a flexible start time to support my focus and productivity.”
You do not have to say:
“I have generalized anxiety disorder and ADHD and I’ve been really overwhelmed lately, so I need help.”
3. Be Prepared to Provide Documentation, But Only If Asked
Your employer has the right to ask for limited medical documentation if your condition or request isn’t obvious. That documentation needs to confirm:
That you have a disability under the ADA
That the requested accommodation is related to that disability
That’s it. You do not need to submit full medical records, test results, or notes with deeply personal details. A brief letter from your provider can often meet the requirement.
4. Frame the Request Around Your Role
When you link your request to your job responsibilities, it builds credibility and shows that your goal is to do your job well, not to avoid work.
Try language like:
“This adjustment would allow me to attend meetings with greater focus, respond to students more effectively, or manage my workload and continue meeting expectations.”
5. If You’re Unsure, Get a Second Opinion
If you are nervous about how to word your request or whether it’s reasonable, consider getting feedback from a trusted advisor, especially someone familiar with workplace accommodations or disability rights.
Many of my clients find that a quick consultation helps them move forward with clarity and confidence, especially when navigating HR systems or difficult conversations.
Bottom Line
You are not required to justify your humanity in order to get support.
Asking for accommodations is not about proving you're broken. It is about recognizing what you need to thrive and asserting your legal right to ask for it.
Clear. Direct. Professional. That’s all it takes.
If you're ready to make your request but want help crafting your language or reviewing documentation, I offer one-on-one consultations designed to help you advocate effectively without oversharing.
Need support navigating a workplace accommodation request? Book a Workplace Accommodations Consultation today.