It’s not really that simple. As another commenter says, you have to disclose before you can formally request accommodation. And, given the disadvantages of doing so, it’s often not a good idea to disclose until there are problems. By that point, the employer might not be very cooperative, and, even if they are, the process of requesting accommodation need not be made easy or explained well. And, if things still go south despite disclosure and attempts to request accommodation, the options for dealing with that are limited. Basically, you can make an EEOC complaint, and that’s it. You will not win any friends by doing so, either.

You can always file a lawsuit in addition to the EEOC complaint.

How is that supposed to make things better? You get all the disadvantages of filing with the EEOC, combined with all the stress and headaches of a lawsuit, and you get to be known as “that person who sued their employer.”

> Just as an FYI, autism is considered a disability so your employer has to make reasonable accommodations.

Yes, but you have to disclose it in order for the ADA to apply in this case, and as the article explains, there are risks to disclosing as well.

You don't have to identify the underlying condition, but it may be awkward not to.

Most make you sign a disclosure when you apply to the job if you have a disability or not.

No you don't. That is illegal in the US. https://www1.eeoc.gov//laws/types/disability.cfm?renderforpr...

US regulations require many employers to ask for disclosure but generally forbid them to require it.

No you are wrong about that. https://www1.eeoc.gov//laws/types/disability.cfm?renderforpr...