Should you tell your employer? Make that decision with the full picture.
For professionals who have been performing, not resting. A comprehensive evaluation by Dr. Brian Burgoyne, then practical strategy for the decision most people are left to make alone: what, if anything, to tell work.
A diagnosis answers one question and raises another.
The mask has a cost
Rehearsed calls, replayed meetings, recovery in the car. A diagnosis explains that cost. On its own, it does not lower it.
Burnout keeps arriving on schedule
High output, then a crash. Without changes at work, the pattern returns, however well you understand it.
A report, but no plan
Most evaluations end at feedback. You leave with a diagnosis and no idea what to say to anyone on Monday.
Documents you control, and a plan you chose.
Everything below is written for you. What you share, with whom, and when is your decision.
Workplace functional profile
One to two pages translating your results into the terms work runs on: meetings, communication load, sensory environment, transitions, and recovery time.
Accommodation request letter
Written in two versions, one naming the diagnosis and one that does not, so you can ask for what you need without committing to how much you share.
Disclosure decision plan
Who to tell, when, how much, what to ask for first, and your fallback position if the first conversation goes badly.
Strategy consultations
One-on-one sessions with Dr. Burgoyne to make the decision, refine the documents, and prepare for the conversation itself.
There is no right answer. There is an informed one.
Some people disclose broadly, some request accommodations without sharing a diagnosis, and some decide not to disclose at all. The work is choosing the path that fits your role, your manager, and your field.
Tell them
Share the diagnosis with a manager or HR, with your letter and summary anchoring the conversation so it stays on what you need, not on a label.
Ask without naming it
Request specific changes based on functional needs, such as written agendas, meeting limits, or a quieter workspace, without sharing the diagnosis itself.
Keep it private, for now
Make the changes you control on your own, protect your energy, and revisit disclosure later with a plan already written.
From first call to the conversation at work.
- Day 0
Free 15-minute consultation
A short video call about fit, your state's eligibility, and what is happening at work.
- Week 1
Deposit & intake
Secure history forms and rating scales, plus a few questions about your role and the decision you are facing.
- Your evaluation
A 3–5 hour evaluation by video
The same comprehensive cross-battery evaluation as the Clarity Evaluation.
- About a week later
Extended 90-minute feedback
Your results, your report, and a first look at your workplace functional profile.
- Weeks 2–6
Strategy consultations
Decide your disclosure path, finalize the letter and profile, and prepare for the conversation.
- Day 30 · 90
Follow-up
A check-in after your documents are delivered. Concierge clients meet again at 90 days.
Two ways to add the workplace strategy.
Both include the full Clarity Evaluation. Want only the evaluation? It is $2,500 on its own.
Clarity at Work
For professionals deciding whether, when, and how to tell an employer.
- Everything in the Clarity Evaluation, plus:
- ✓Extended 90-minute feedback in place of the one-hour session
- ✓Workplace functional profile: your results translated into the terms work runs on, such as meetings, communication load, sensory environment, and transitions
- ✓Accommodation request letter in two versions, one naming the diagnosis and one that does not
- ✓Disclosure decision plan: who to tell, when, how much, and your fallback if it goes badly
- ✓Two 60-minute strategy consultations with Dr. Burgoyne
- ✓30-day check-in after your documents are delivered
Clarity Concierge
For executives, public-facing leaders, and organizations supporting a key person. Discreet, fast, and built around your calendar.
- Everything in Clarity at Work, plus:
- ✓Weekend and evening appointments for the evaluation, feedback, and every consultation
- ✓Priority scheduling: your evaluation within 7 days of completed intake
- ✓Four strategy consultations over three months, in place of two
- ✓Rehearsal of the actual conversation with your board, CEO, HR, or partners
- ✓Employer-facing summary: one page written for the person you are telling
- ✓Direct, secure messaging with Dr. Burgoyne between sessions
- ✓90-day follow-up, plus one letter revision within 12 months
- ✓Organization-sponsored billing available. The report stays with the client
Weekends available · limited to a few clients each month
Built for people whose work runs on being trusted.
Physicians, attorneys, engineers, finance professionals, and academics often carry the most polished masks and the highest stakes. Fields with licensing or credentialing questions may also call for an employment attorney, and Dr. Burgoyne will tell you when.
Clear about what this is, and what it is not.
- Everything is yours. Nothing goes to an employer or anyone else unless you send it yourself or authorize it in writing.
- Strategy, not therapy. Consultations are focused and practical: what to disclose, what to ask for, and how to say it.
- No promises about your employer. No one can guarantee how an employer responds. The work is making the clearest, strongest request you can.
- The fee is for the work, not the answer. It does not depend on whether the evaluation finds autism.
Questions about work, answered directly.
Do I have to tell my employer?
No. Many clients never do. The documents are yours, and the strategy work exists to help you choose among real options: disclosing the diagnosis, requesting accommodations without naming it, or making changes you control and deciding later. There is no right answer, only an informed one.
Will you contact my employer or HR department?
No. Everything is written for you to deliver, on your timeline, so you stay in control of what is shared and when. Concierge clients rehearse the actual conversation with Dr. Burgoyne beforehand.
Who sees my report and documents?
You do. Your report, functional profile, and letters are delivered to you alone. Nothing goes to an employer, HR department, or anyone else unless you send it yourself or authorize it in writing.
Is a strategy consultation the same as therapy?
No. Strategy consultations are focused, practical sessions about decisions at work: what to disclose, what to ask for, how to say it, and what to do if the response is poor. If ongoing therapy would serve you better, Dr. Burgoyne will say so and refer you.
What if the evaluation does not show autism?
Your strategy consultations still apply to what was found, since ADHD, anxiety, and burnout create workplace decisions too. Or you can move to the Clarity Evaluation and the difference is refunded.
What does an accommodation letter usually include?
A brief statement of the documented condition or functional need, the specific limitations it creates at work, and the concrete accommodations requested, such as written follow-up after meetings, flexible scheduling, or a quieter workspace. The version that does not name the diagnosis keeps the focus entirely on needs and requests.
Do you offer weekend or evening appointments?
Yes, with Clarity Concierge. The evaluation, feedback session, and every strategy consultation can be scheduled on weekends or evenings, so nothing requires time away from work to explain.
Can I start with the evaluation and decide later?
Yes. Many people do. You can move up to Clarity at Work at your feedback session, or within 30 days of it, by paying the $2,000 difference.
The decision about work deserves more than a guess. Start with a conversation.
Fifteen minutes, no pressure: whether an evaluation with workplace strategy makes sense for you, and which option fits.