This chapter examines the complex decision-making process surrounding mental health disclosure in the workplace, emphasizing the crucial role of trust and vulnerability. Existing research highlights the stigma and potential discrimination associated with mental health challenges, making disclosure a complex decision for employees. This chapter argues that disclosure is an inherently relational act, and traditional binary models (conceal/reveal) fail to capture its nuanced nature. Drawing on theories of trust, distrust, and vulnerability, the chapter presents a theoretical framework integrating the individual, interpersonal, and organizational factors influencing disclosure decisions. The framework considers how perceptions of a confidante's trustworthiness (ability, benevolence, integrity) alongside the discloser's own vulnerability and desire for authenticity shape the disclosure process. This chapter draws on empirical evidence to explore how disclosure events are framed and how confidante responses (supportive or unsupportive) impact future disclosure decisions, affecting both the individual and the broader organizational climate. Using illustrative examples from lived experiences, the framework highlights the implications of trust for disclosure decisions. Finally, the chapter identifies key areas for future research, emphasizing the need to understand vulnerability and the spillover effects of disclosure experiences on trust, ultimately aiming to inform practical guidance for creating supportive and trusting work environments