60% of Workers in Japan with Mental or Developmental Disabilities Do Not Disclose Disability

Extract from The Mainichi via Yahoo! Japan

March 31 2026

TOKYO – When an advocacy group for people with mental and developmental disabilities conducted a survey on employment, over 60% of respondents reported having experience with “closed employment” – working without disclosing their disability. Many cited the reason for non-disclosure as “feeling that it would lead to employment disadvantages such as dismissal or contract non-renewal.” The head of the group pointed out, “There is a need for a workplace environment where employees, regardless of whether they have a disability, can consult with the company to create better ways of working.”

The survey was conducted by the general incorporated association “Seishin Shogai Tojishakai Pulche” (Ota Ward, Tokyo). It was carried out between December 2025 and January of this year via the internet, receiving responses from 181 people across 26 prefectures. The results were published on Pulche’s website on the 30th.

Respondents were in their 20s to 60s and had disabilities such as depression, bipolar disorder, schizophrenia, and developmental disabilities. 43% had been receiving outpatient treatment for over 10 years, and 64% had experience with closed employment.

When asked for the reasons why they do not (or find it difficult to) be “open” about their disability (multiple answers allowed), 55% responded, “Because I feel there will be employment disadvantages, such as dismissal or non-renewal of contracts.” 51% answered, “Because I am anxious about becoming a target for harassment, bullying, or teasing,” and 45% said, “Because it seems like it would worsen interpersonal relationships at work.” Other frequent answers included “Because people might think I have low ability or am unreliable” and “Because I don’t want to be seen through the label of ‘disabled person’.”

Free-response comments included: “If I disclose during the interview, it’s harder to get hired,” “Even when I spoke up, I wasn’t listened to,” and “Many workplaces (for disability-specific employment) have low wage structures.”

According to the Ministry of Health, Labour and Welfare, there is no requirement to disclose one’s disability to an employer. Employers are only permitted to confirm disabilities in cases of specific professional necessity, such as checking for epilepsy in roles involving driving.

On the other hand, 54% of respondents had experience with “open employment”—disclosing their disability for purposes such as requesting “reasonable accommodations” in their work style.

Yuhei Yamada, Representative Director of Pulche, explained: “There are many cases where people choose open employment to be hired through disability-specific quotas, or switch from closed to open employment midway after finding a good way to disclose. However, there are also cases where people face discriminatory treatment once they go open.”

The survey also asked if respondents had ever felt difficulty at work; 81% answered “Yes.” Regarding the experience of requesting reasonable accommodations from their workplace, 58% answered “No,” highlighting the high hurdles involved. Common reasons included: “It’s difficult to gain the understanding of colleagues and supervisors” and “I’m anxious that asking for accommodations will lead to communication troubles or disadvantageous treatment in my future work.”

Yamada stated, “Beyond just work styles for the disabled, we need a healthy workplace environment where it is easy for everyone, with or without disabilities, to communicate.”

Sosei Yamaguchi, head of the Psychiatric Health Service Evaluation Research Office at the National Center of Neurology and Psychiatry and an expert on employment for those with mental disabilities, said: “Compared to general employment, disability-specific employment often has lower pay and a narrower range of job types. Therefore, many people desire ‘closed’ employment to choose the work they want.” He noted that while disability-specific hiring is increasing, treatment remains poor at many companies, with few systems for career advancement after hiring.

Yamaguchi pointed out the importance of respecting the individual’s will: “Amidst prejudice and discrimination, some people cannot speak up about their mental health struggles, regardless of whether they have a formal disclosure. There should be a system where those who do not want to say anything don’t have to.” He further proposed: “Whether open or closed – or more broadly, whether one has a disability or not – reasonable accommodations are necessary. For example, leaving early because something happened with a child and leaving early for a hospital visit are the same action, even if the reasons differ. The ideal is to ask all employees what kind of accommodations they need and provide them for everyone.”