Defend · The strategy

Protect your standing.

Decide whether, when, and to whom to disclose—then leave with accommodation language, scripts, and a 30-day plan. Templates HR pages won't hand you, written by people who've had to write their own.

7 steps · Private on this device · Export PDF · Not legal advice

Step 1 of 7

01 Getting Started

What should we call this packet?

This will personalize your Work Protection packet. Only used on this document.

02 Situation

Which situation is closest to yours?

This shapes which scripts and framing make the most sense—everything else in the kit still applies.

03 Disclosure Decision

Whether, when, to whom, and how much?

There's no universally right answer. This just makes the decision explicit instead of accidental.

Where are you on disclosing?

When (if you disclose)?

If you disclose, to whom?

How much detail?

Private notes to yourself (why, worries, timing)

04 Accommodations

Which adjustments would actually help?

Pick any that apply. Each generates plain-language rationale you can use as-is or adapt.

Other adjustments not listed

05 Scripts

Words for the actual conversation.

Edit any of these—they're starting points. All are included in your packet.

Scripts are filtered by the situation you picked earlier. Edit any of them.

Disclosure email or Slack message

Meeting opener

"I need an adjustment" — no diagnosis dump

Redirecting gossip

Documenting a request in writing

Hiring — when (if) to disclose

PIP / performance risk — framing

06 First 30 Days

A week-by-week cadence.

Editable defaults. Adjust to your timeline once you know when the conversation is happening.

Week 1

Week 2

Week 3

Week 4

07 Know the Ground

The legal scaffolding, carefully.

Short and sourced. Not a substitute for a lawyer or your state's specific rules.

This is not legal advice. Under the Americans with Disabilities Act (ADA), employers with 15+ employees generally must provide "reasonable accommodations" for a disability unless it causes undue hardship—bipolar disorder can qualify when it substantially limits a major life activity. The "interactive process" is the back-and-forth where you and your employer figure out what actually works; you don't have to accept the first offer, and your employer doesn't have to grant the exact accommodation you asked for as long as some effective one is provided.

Job Accommodation Network (JAN) — free, confidential guidance on specific accommodation requests
EEOC — handles discrimination complaints
ADA.gov — official ADA information

Outside the US? Employment law varies widely by country—start with your local labor ministry or an employment lawyer rather than assuming ADA-style protections apply.

Safety note: Retaliation for a legitimate accommodation request is illegal in the US but does happen. Document requests in writing, keep copies outside work systems, and know who you'd call if it went wrong (employment lawyer, your state labor board, a trusted mentor). This kit is a starting point, not a law firm.

Situation

My Disclosure Stance

Accommodations Ask List

Scripts Chosen

First 30 Days

Not Legal Advice · Resources

Crisis & hospital prefs → Balance Planner Script for telling a colleague → Help Without Shrinking

The Work Protection Kit is educational and not legal advice. Laws vary by jurisdiction and employer size. For a specific situation, consult an employment lawyer, your state labor board, or the Job Accommodation Network.