A national survey of 5,008 employed Canadians found that ~40% reported having been diagnosed with a mental-illness or neuro-developmental condition at some point, with higher rates among younger workers (18-34), women, and those in the 2SLGBTQ+ community. Despite this prevalence, fewer than half (42%) of those diagnosed disclosed their condition at work. Moreover, only 19% of diagnosed employees reported receiving any formal workplace accommodation for their condition. For employers, these figures carry significant implications: many employees may be working while struggling with issues that affect performance (51% of those diagnosed said their ability to work is at least occasionally impaired) yet feel unable to disclose or seek support. Conversely, when accommodations are made, they are highly effective—83% of those who received support said it helped their job performance. This highlights a major opportunity for organizations: by improving psychological safety, encouraging disclosure, and making meaningful accommodations, employers can bolster productivity, reduce hidden impairment, and support a healthier, more engaged workforce.