Your best employee has a disability certificate. They have not told you, and may be right not to

Trust and disclosure · 22 June 2026

An employee can deliver results for years, build a reputation and tell nobody about their disability certificate. That does not mean they have missed the benefit it might bring the company. They understand the personal risk very well. Handing over a document changes none of their skills. It may change the way the organisation interprets those skills. They have done that calculation before HR has.

Key points

• Disclosing a certificate is a decision about health, privacy and professional safety, not a routine personnel update. The employee does not have to make it.
• Being “protected” from demanding work and passed over for promotion can restrict a career as effectively as overt hostility. It sounds more polite.
• Low disclosure tells you more about trust in the process than about how many people with disabilities work at the company.

What this means for a company

A nicer self-identification form or campaign will not restore trust. Every day the company must show that employees who need adjustments still receive meaningful work, are assessed on results and do not end up in a career waiting room. A manager needs functional information about arranging the work well, not a diagnosis. There is also a financial consequence for a company paying the PFRON mandate: a valid certificate not disclosed to the employer does not count toward the relevant employment indicator. The company may employ the person without formally recognising them and pay, in part, for a lack of trust in its own process.

Originally published 22 June 2026.

Further reading

• Specialised Trainings
• Implementation