In brief
The decision is yours; there are reasons for and against. The 2021 guideline recommended advising and supporting employers and supervisors before work begins; informing colleagues can be considered with the involvement of the person. [2, Rec. 114] In training and university, people on the spectrum should, at their own request, be supported in informing the training provider or university. [2, Rec. 110] For severely disabled employees, the following applies: employers must not discriminate against them because of their disability. [3, para. 2]
This English translation was produced with AI assistance and has not yet been independently reviewed.
Status of the guideline: This article uses the S3 guideline on therapy (2021). It expired on 23.03.2026. [1] The statements are not automatically wrong, but they are not backed by a valid guideline.
Legal status: 09.10.2026 (section 164 SGB IX checked against the statutory text). On a general duty to state a diagnosis, or on employers’ right to ask, we have read no source and make no statement. This is not legal advice.
What can speak for and against
Suggestions from the editorial team (without a source): In favour can be that adjustments at work become easier and misunderstandings decrease. Against can be that you fear prejudice or can no longer control the information later. You do not have to say all or nothing.
What the guideline named
As helpful conditions, in its section for people without intellectual disability who do not obtain training on the open labour market, the guideline named, among others: ask about and take into account hypo- and hypersensitivities, a consistent workplace and routines, breaks, a structured workplace, flexible working hours, working from home. [2, Rec. 114] In a German survey (reproduced by the guideline), employees named as supportive that colleagues and supervisors know about the diagnosis and that there is a calm working environment without spontaneous disruptions. [2, Ch. C.10.3.3] According to the guideline, the study had methodological shortcomings. More: Work and career and for employers Employees with autism.
Rights if you are severely disabled
With a degree of disability of 50 or more (severe disability), additional rules apply in working life: Severe disability at work. Under section 164 para. 1 SGB IX, the representative body for severely disabled employees is not to be involved in an application if the severely disabled person explicitly declines involvement. [3, para. 1] Whether and when you show a card is not regulated by this article. On the card: Severe disability card and degree of disability for autism.
Levels of openness
Possible levels (suggestion from the editorial team): say nothing; name only the support need (“I work best in a quiet environment”); inform a person you trust; name the diagnosis to supervisors; inform the team. The guideline named that informing colleagues can be considered with the involvement of the person. [2, Rec. 114]
What else you should know
- Advice before deciding: The integration office and the EUTB advise on questions in working life: Finding advice, Integration offices (BIH).
- Not covered: application procedures, probationary period, dismissal, data protection.
Note: This article explains in general terms; it is not legal advice for an individual case.
Sources and literature
- DGKJP. Aktuelle Leitlinien (Einträge 028-018 „Gültig bis 04.04.2021“ und 028-047 „Gültig bis 23.03.2026“). https://www.dgkjp.de/wissen/aktuelle-leitlinien/ – Professional society (website in German)
- DGKJP, DGPPN et al. Autismus-Spektrum-Störungen im Kindes-, Jugend- und Erwachsenenalter. Teil 2: Therapie. S3-Leitlinie, AWMF-Reg.-Nr. 028-047, Stand Text 02.05.2021. – Guideline (in German); expired on 23 March 2026
- § 164 SGB IX – Pflichten des Arbeitgebers und Rechte schwerbehinderter Menschen (www.gesetze-im-internet.de/sgb_9_2018/__164.html). – Statute (German federal law, in German)
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