"I am applying for a role at a large retail store. I'm perfect for the job, have ten years' experience and excellent qualifications. However, I am a wheelchair user. I'm concerned that if I mention this within my CV, my application will be binned. Please help!"

In short: disability discrimination is illegal. However, this is a nuanced subject with no single right or wrong answer. What follows is our experience, the legal position, and practical guidance to help you make the decision that is right for you.

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Research found that 77% of disabled job seekers felt uncomfortable disclosing their disability on a CV, cover letter, or application form, in fear of discrimination. However, with one in five UK employees having some form of disability, the majority of businesses already employ disabled staff — often without even knowing it.

Do You Have to Mention a Disability on a CV?

Mentioning your disability on a CV or cover letter is entirely your choice. Morally, you are not being dishonest by not mentioning it. As we say regularly, a CV is a sales document — it exists to sell you as a candidate. It is only on an application form (which is a legal document) where disclosure requirements may apply.

Taking our reader's question as an example: the main practical concern for a retailer is wheelchair accessibility. If it is a well-known retailer, their store is very likely already wheelchair accessible. A recruiter should only need to know about a disability if something specific needs to be adapted to help you perform the role. Even then, there is nothing legally or morally wrong with not mentioning it on a CV. If your application gets you to interview on the merit of your qualifications and experience, your disability can be discussed at that point if relevant.

The Legal Position: The Equality Act 2010

The Equality Act 2010 combined nine previous pieces of legislation, including the Disability Discrimination Act, to provide consistent protection for both employers and employees. Under this Act, an employer can only ask about your health or disability if: (a) there are specific aspects of the role that cannot be completed with reasonable adjustments, or (b) they need to determine whether you require assistance to participate in the interview process itself.

Voices from Disabled Job Seekers

We invited three well-known disabled content creators to share their personal experiences of job seeking:

Chris Lenart - Software Engineering Graduate with Cerebral Palsy

"If you want to work, nobody can stop you from working." Chris Lenart

Molly Burke - Motivational Speaker on Blindness

"If you think there's a job out there that you're well qualified for, apply for it. Don't see your disability as a limitation — see it as a challenge that an employer would be lucky to have to work around, because they would be lucky to have you." Molly Burke

Rikki Poynter - Deaf Content Creator

"Treat us like you would a hearing candidate - with respect. We're human beings trying to get a job in this economy just like you." Rikki Poynter

Our Recommendation

A disability should not define you as a candidate — but it may well differentiate and promote you as one. In an ideal world, recruiters will not discriminate against a disabled candidate, and in the majority of cases, they do not. However, because there is no legal obligation to disclose, and because discrimination — however unlawful — does still occur, our general recommendation is as follows:

What We Advise

  • On your CV: You are not required to mention your disability. Keep the focus on your qualifications, achievements, and suitability for the role.
  • In your cover letter: If you feel it is relevant, a brief, positive mention is entirely appropriate. For example: "I would like to take this opportunity to disclose that I was born with a visual impairment. This would not affect my ability to perform the role I am applying for." If your disability requires specific workplace adaptations, it is also worth noting these here.
  • At interview: If your CV has earned you an interview on the merit of your experience, your disability can be discussed naturally at that stage, in a context where you are already being considered positively.
  • When applying to disability-positive employers: Some employers actively seek to attract disabled candidates and advertise on specialist sites such as disabilityjobsite.co.uk. In these situations, mentioning your disability on a CV or application form may be advantageous.

In our experience as CV writers, and from conversations with some of the UK's leading recruiters, the consistent advice we have received is: "Ask whether the candidate can do the job. If the answer is yes, there is no reason to mention their disability on a CV." If you do choose to include it, the key is to remain positive and demonstrate the self-motivation and resilience you have shown in overcoming any challenges.

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