In the UK you're protected by the Equality Act 2010 if you have a physical or mental impairment that has a substantial and long term affect on your ability to c

In the UK you're protected by the Equality Act 2010 if you have a physical or mental impairment that has a substantial and long term affect on your ability to carry out day to day activity. https://www.legislation.gov.uk/ukpga/2010/15/section/6 https://www.legislation.gov.uk/ukpga/2010/15/section/6 Your employer has to make reasonable adjustments. https://www.legislation.gov.uk/ukpga/2010/15/section/20 https://www.legislation.gov.uk/ukpga/2010/15/section/20 The Equality and Human Rights Commission has some advice: https://www.equalityhumanrights.com/en/multipage-guide/employment-workplace-adjustments https://www.equalityhumanrights.com/en/multipage-guide/emplo... As does Citizen's Advice: https://www.citizensadvice.org.uk/law-and-courts/discrimination/what-are-the-different-types-of-discrimination/duty-to-make-reasonable-adjustments-for-disabled-people/ https://www.citizensadvice.org.uk/law-and-courts/discriminat... The reason you should mention it is because it gives you some protections, but you only get those if you disclose. https://www.equalityhumanrights.com/en/multipage-guide/how-can-your-employer-find-out-if-you-are-disabled-person https://www.equalityhumanrights.com/en/multipage-guide/how-c... > Your employer only has to make these changes where they know or could reasonably be expected to know that you are a disabled person and are - or are likely to be - at a substantial disadvantage as a result. This means your employer must do everything they can reasonably be expected to do to find out. The reason not to mention it is because people don't really understand ADHD nor PTSD, so you may face stigma and discrimination. That isn't guaranteed - lots of employers really do want to do the right thing. Unions can usually offer useful advice about disclosing. Good luck!