askST Jobs: Should I disclose mental health conditions in my job application?

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Q: Should I disclose mental health conditions in my job application?

A: It is not compulsory for candidates to disclose their mental health conditions to prospective employers, says Ms Betul Genc, senior vice-president and Asean head at recruitment firm Adecco. However, candidates may choose to disclose such information if they deem it relevant to the role, such as when they might need accommodations, or to ensure they are the right fit, she adds.

Employers in industries that deal with high-risk or harsh environments typically place more emphasis on mental health conditions when hiring, says Dr Syed Harun Taha Alhabsyi, consultant psychiatrist and medical director of The Starfish Clinic of Psychiatry & Mental Wellness.

Examples include front-line work in petrochemicals, as well as sea-faring, underwater or offshore work.

Security-related work, high-risk construction work, and work where someone could fall from a height are some other examples, says Dr Harun, who is also a Nominated MP. However, for most other jobs, having a mental health condition should not be a reason to turn down an otherwise qualified and skilled candidate.

Employers who ask about a candidate’s mental health may be doing so because of genuine concerns about the ability and productivity of individuals under specific work conditions, Dr Harun says.

There are also “forward-looking companies” that wish to look after employees’ well-being, and have policies or systems to support employees with mental health conditions, he adds.

“Some of these companies may also need to know the information for their corporate insurance plan which has mental health coverage.”

Ms Genc advises that candidates find out about what the job and industry require, which would help them decide if disclosure is needed.

Candidates who feel uncomfortable with disclosing their mental health conditions can politely turn down the request and share their reasons, she suggests.

“Throughout the interview, remain professional and calmly redirect the conversation back to the job requirements, highlighting your abilities and experience.”

Ms Shane Yan, an Institute for Human Resource Professionals-certified professional, suggests candidates ask prospective employers how the information will be used in deciding whether to offer a job, as well as in providing support in the workplace subsequently.

“Candidates could also share they have a medical condition without needing to go into the specific diagnosis.

“However, if there is a risk-related factor that can impact the safety of others at work because of the type of work involved, then the candidate has an obligation to disclose it.”

Ms Yan also suggests that in deciding whether to voluntarily disclose their status, candidates could consider if the recipient of the information is likely to know what to do with this information, and has enough awareness of a condition to know its impact.

Ms Yan, who is a co-founder of social enterprise Growthbeans, says that employers typically do not ask applicants about their mental health conditions as they want to ensure workplace fairness and adhere to fair employment guidelines.

She adds: “A more open and embracing question to ask applicants would be on what support they would need to be successful.”

For their part, interviewers should keep an eye out for signs of a candidate’s discomfort.

“The interviewer can offer to skip the question for now, build more rapport with the candidate before returning to it, or drop the question entirely,” Ms Yan says.

Candidates should also consider whether their discomfort or any hints of discrimination they perceive are signals that the prospective employer does not offer the right environment for them, she adds.

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