Workers with mental health conditions face persistent stereotypes, leading to a dilemma about disclosure at work. Ms. Siti Khadijah Ishak, who lives with major depressive disorder and anxiety, shared her fear of being perceived as "crazy" or incapable when applying for jobs in the education sector. After a job offer was rescinded due to non-disclosure, she began providing doctor's notes, only to have her diagnosis revealed by a supervisor on her first day. This experience highlights the "double-edged sword" of disclosure, where openness can lead to support but also subtle penalties or altered workplace dynamics.
Experts note that employees fear appearing weak or less capable, leading to "masking" their conditions or pushing through stress until burnout. While legal frameworks like the Workplace Fairness Act aim to protect against discrimination based on mental health, actual workplace culture varies significantly. Small to medium-sized enterprises and high-pressure sectors like finance and tech may lack the resources or capacity for sensitive handling of these issues.
Biomedical technician Julius Tan found support and flexible working hours after disclosing his bipolar disorder to his current employer. Conversely, some employees fear that disclosure, even with appropriate accommodations, can lead colleagues to question their ability to handle responsibilities or promotions.
Ultimately, experts advise focusing on needs rather than diagnoses when disclosing, such as requesting flexibility or workload adjustments. While openness can foster trust and supportive cultures, the decision to disclose remains a personal and contextual one, with employees seeking environments that offer genuine support, not just awareness.