Including Disability or Illness on a CV: A Guide for UK Jobseekers

Deciding to disclose an illness or disability when applying for a job can feel difficult. For many UK jobseekers, it raises practical questions, personal concerns and uncertainty about how their application might be treated.

There is no right or wrong approach, and no expectation that you must share personal health information at any stage of the recruitment process. Disclosure is a personal decision, shaped by individual circumstances, the role you are applying for and what feels right for you. 

This article is designed to support UK jobseekers who are thinking about whether, when or how to disclose an illness or disability during a job application. Please note that it is not a substitute for professional legal advice.

In this article, we cover:

• Your rights at work and during recruitment under UK equality law.

• Reasons some people choose to disclose, and reasons others decide to wait.

• When and how disclosure may happen across the application process.

• Ways to frame your CV around strengths, skills, and achievements.

• Links to UK support schemes and resources that may be helpful.

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To disclose or not to disclose? Pros and Cons

Visible and non-visible disabilities, long-term health conditions and neurodivergence affect people’s working lives in different ways. Understanding the possible reasons for and against disclosure can help you make a decision that feels right for you.

Reasons to consider disclosing on your CV

Some jobseekers choose to disclose an illness or disability at the CV stage because it can provide helpful context. For example, disclosure may help explain a gap in employment or a change in working pattern, without going into medical detail.

Disclosure can make it easier to request reasonable adjustments during the recruitment process and beyond. Under the Equality Act 2010, employers in the UK have a duty to consider reasonable adjustments for disabled candidates. This might include changes to the application process, interview format or assessment methods. Official guidance on reasonable adjustments is available from GOV.UK and the Equality and Human Rights Commission.

Some applicants feel more comfortable being open from the outset, particularly when applying to organisations that clearly communicate inclusive recruitment practices or take part in schemes such as the Disability Confident programme. In these cases, disclosure can support open conversations about working arrangements later in the process.

Reasons you might wait to disclose

Other job seekers decide not to disclose at the CV stage or to wait until later in the recruitment process. This may be because they prefer their skills and experience to be considered first, without additional context. In some cases, an illness or disability may have little to no impact on how a role is carried out, especially if adjustments are not required.

Some people also choose to wait until the interview, job offer or onboarding stage to discuss adjustments. This can allow a more detailed conversation about the role itself and what support, if any, might be helpful in practice.

There is no requirement to disclose an illness or disability at any particular stage of a job application. The decision about when, how, or whether to disclose is yours.

How and when to disclose your disability or illness

Disclosing a disability or illness can happen at different stages of the recruitment process, or not at all. What matters is choosing a point that aligns with your needs, the role and the information you want to share. Here are a few options where disclosure may come up and how it is commonly handled in practice.

1. On your CV

A CV is primarily a summary of skills, experience, and achievements. There is no requirement to mention an illness or disability on a CV, and many people choose not to.

Some candidates decide to include limited information if it provides helpful context. This applies where a gap in employment, a change in career direction or a period of reduced hours would otherwise be unclear. In these cases, brief and neutral wording is usually sufficient. Medical details are not expected, nor are you required to name a condition.

If you do choose to disclose a disability or illness on your CV, it is generally best to keep the focus on what you bring to the role, rather than on the condition itself.

2. In a cover letter or personal statement

A well-structured cover letter allows for more explanation than a CV, but the same principles apply. Disclosure is optional, and any information shared should be relevant to the application.

Some job seekers use a cover letter to explain circumstances in a short, factual way or to indicate that they may request adjustments later in the process. Others prefer to avoid disclosure at this stage and focus entirely on motivation and suitability for the role.

There is no expectation to provide health information in a cover letter unless you choose to do so.

3. On application forms

Many UK application forms include optional equality or health-related questions. These are often used for monitoring purposes and are usually separated from the main application. Employers should not use this information to make recruitment decisions.

In some cases, application forms ask whether you require adjustments for the recruitment process. This can be a practical point at which to share information if adjustments would be helpful, such as alternative formats, additional time, or different interview arrangements.

Guidance on pre-employment health questions is available from Acas and GOV.UK, which explains when and how such questions can be asked.

4. At the interview or later stages

Some people choose to disclose while preparing for the interview stage, once they have had the opportunity to discuss the role with recruiters in more detail. This can make it easier to explain how they work best, or to request adjustments specific to the interview or assessment.

Others wait until a job offer has been made, or until they have started the role. This approach may feel appropriate where the role requirements are clearer after discussion, or where adjustments relate more to day-to-day working than to recruitment.

5. A flexible decision

Disclosure is not a one-time choice, and it does not have to follow a fixed sequence. You may decide to share different amounts of information at different stages, or not disclose at all. What you choose to share, and when, should be guided by what is relevant and helpful for you.

Framing your CV to highlight strengths

Whether or not you choose to disclose an illness or disability, your CV should highlight your strengths. Recruitment decisions are typically based on how skills are presented, how relevant experience is shown and what impact you made in previous jobs. Structuring your CV with this in mind can help keep the focus where it belongs. Consider these tips when it comes to writing your CV:

1. Using a skills-based approach

A skills-based CV emphasises relevant skills rather than a strict chronological work history. This format can be helpful where experience has been gained in different ways, or where timelines are less linear.

Skills can be drawn from paid work, volunteering, education, training, or personal projects. What matters is showing how those skills relate to the role you are applying for. Brief examples under each skill can demonstrate how you have applied them in practice, without needing to reference health-related circumstances.

2. Addressing employment gaps

Gaps in employment are common. Whether returning to work after parental leave, unemployment or for health reasons, you are not required to explain gaps in detail. If an employment gap relates to disability or illness, you do not need to disclose medical information to account for it.

Where an explanation feels useful, neutral wording is often enough. For example, a short note such as “period of recovery” or “time away from work for personal reasons” can provide context without sharing more than you are comfortable with.

Highlight any skills developed during this time, including in-demand soft skills like organisation and problem-solving, as well as learned technical abilities. This keeps the focus on capability rather than absence.

3. Highlighting achievements

Listing achievements on a CV help employers understand the value you bring. They show outcomes, not just responsibilities.

Where possible, focus on results, improvements or contributions, using clear and specific language. This might include completing projects, improving processes, meeting targets, or supporting others. Framing achievements in this way reinforces your strengths and experience, regardless of how your career path has unfolded.

Workplace support schemes and resources for individuals in the UK

The following UK-based schemes and organisations provide information, guidance, or practical support related to work, recruitment, and workplace adjustments. They are included here for signposting purposes.

• Access to Work: A government scheme that can help with the cost of practical support or adjustments needed to start or stay in work, such as specialist equipment, software, or support workers.

• Acas: Provides independent, impartial guidance on employment rights, reasonable adjustments, and recruitment practices. Acas also offers a confidential helpline.

• Equality and Human Rights Commission: Publishes guidance on the Equality Act 2010, including how it applies to disability, long-term health conditions, and work.

• : Hosts official guidance on employment rights, disability, reasonable adjustments, and recruitment processes.

• Disability Confident: A government-backed scheme that encourages employers to improve how they recruit, retain, and support disabled people and those with long-term health conditions.

Final points on disclosing an illness or disability when applying for a job

1. Disclosure is optional at every stage of the recruitment process. There is no requirement to share health information on a CV or during an application.

2. The timing and level of disclosure can vary. Some people choose to share information early, others later, and some not at all.

3. You are not expected to provide medical details. Where disclosure is helpful, brief and factual wording is usually sufficient.

4. Employers in the UK have legal responsibilities around fair recruitment and reasonable adjustments, but how you engage with this is your choice.

5. A strong application focuses on skills, experience, and achievements, regardless of whether you disclose.

Next steps?

Polish your job search toolkit with our intuitive AI CV maker, offering applicant tracking system-friendly and professional CV templates to help you create a CV effortlessly. To complement your CV, explore our range of expertly-designed cover letter templates. For more guidance, visit our career blog. Discover practical advice on tracking job applications efficiently, fine-tuning your CV and making a strong impression on potential employers. Take the next step with confidence and set yourself apart in the job market.

FAQs

What is the Equality Act 2010?

The Equality Act 2010 is the main piece of UK legislation that protects people from discrimination at work and during recruitment. It covers disability and long-term health conditions and sets out employers’ responsibilities, including the duty to consider reasonable adjustments. Official guidance is available on GOV.UK and from the Equality and Human Rights Commission.

Is it better to wait until later in the process to mention my illness or disability?

There is no single best time. Some people choose to disclose early to access adjustments during recruitment, while others wait until the interview, offer stage, or after starting a role. The timing depends on what feels appropriate for you and whether disclosure is relevant at that stage.

Will a disability or illness prevent me from getting a job?

A disability or illness should not prevent you from getting a job. UK law protects against discrimination in recruitment and employment. Employers are expected to assess candidates on skills and suitability for the role, not on health conditions.

What if I need special equipment or adjustments to do the job because of my illness or disability?

You can request reasonable adjustments during recruitment or once you are in a role. This might include equipment, changes to working arrangements, or adjustments to assessments. The Access to Work scheme may also help with practical or financial support.

How do I explain gaps in employment due to illness or recovery?

You are not required to give detailed explanations. If you choose to address a gap, brief and neutral wording is usually enough, such as noting a period away from work for personal or health-related reasons. You can also focus on skills or experience gained before or after the gap.

What if an online application form isn't working with my assistive technology?

Employers should take steps to make recruitment processes accessible. You can contact the employer to request an alternative format or support. Guidance on accessible recruitment and adjustments is available from Acas.