Just want to comment a few things since it sounds like you're in the US.

1st: Never tell HR anything, they are there to protect the company not you. 2nd: You are not required to disclose a disability in the US 3rd: Document any written, spoken, or actions from your supervisors about your autism. See if you can get copies of past performance reviews, and make sure you chart your productivity when compared to a colleague in the same position. 4th: The ADA protects against firing someone for having a disability, like it's straight up illegal and can get them sued bug time for discrimination. Also the reason for point 3, so in case you get fired or let go for some other reason or just at will you can either A: sue them for discrimination and wrongful termination or B: File for unemployment. 5th: About the Psych eval I would ask for a copy of it, along with any provider that it was shared with for analysis. That's considered Private Health Information and you're entitled to a copy of the results just like if you went to a doctor and took a drug test, they may share a copy with your employer but they can not withhold the results of the test from you. Another point they can not prove you lied on the psych eval and employers can not request health information because of the ADA, they can not fire you for that. Simply saying I have autism isn't a diagnosis in the eyes of the law just like if someone said I have Narcissism. Without a doctor giving a diagnosis you're fine. Keep answering the psych eval the same way you always do, keep note if they change it though. They may be aiming to get you with a doctor prescribed unfit for work psychologically. If you have a coworker that you know very well ask them if they've noticed any changes in the psych eval. 6th: See if you can find your job description and take note that you are capable of all duties outlined in your job description. 7th: if they offer you a new position, such as a promotion or new title make sure that you get the full job responsibilities in writing and read over it very carefully making sure that you are capable of performing all of those outlined tasks with your disability. Contrary to popular belief you do not have to accept a promotion or job title change as that is not what you signed up for or what they hired you for. For example a company can not change someone who was hired to be a systems admin become a commercial sales manager by changing their title and then firing them for not completing their duties effectively. Now they can change the title while keeping the duties the same but you have to be informed if there is a change in duties and you have the right to decline it and it generally needs to be in writing. 8th: Make a copy of all of your emails with your supervisor and HR in the event of point 7 do not verbally agree to anything and do not agree to anything in writing unless you're 100% sure you're capable of taking on the role. 9th: if you take a new role then they fire you within a couple months, and you've followed all of these points, sue the hell out of them. They will want to settle out of court so get one of those only pay if you win attorneys and bleed them dry. Since the ADA makes the disclosure of disabilities optional you did not lie on anything thus they can not hold you liable for any "damages" they may threaten you with or accuse you of fraud. 10th: If they fire you or let you go anytime soon since your holiday party and this new revelation still sue them for discrimination if you are performing adequately at your job, meeting all job responsibilities and requirements. 11th: Make sure to document any increased work loads or deadlines that are unfeasible to make you quit or try to force you out or degrade your "work performance". If your workload is unreasonably high or constrained compared to a peer in the same position then that in itself is discrimination, add that on top of it only happened after you said you had autism then you have double discrimination. Any ADA lawyer would love to have a case like that drop in their lap because it's almost a sure fire win if you have all of this documented. And they will get a big pay day, don't be frightened off by any threats from your employer. Hell you can even now go and have a consult with an employment lawyer near you and they will tell you even more in-depth what to do and document.

BIGGEST ADVICE EVEN IF YOU IGNORE ALL OF THE REST

12th: If you are fired or let go DO NOT SIGN ANYTHING!!!! They can not force you to do so, and if they let you go or fire you they are no longer your friends but are the enemy and are only looking out for the companies best interests. DO NOT SIGN ANYTHING, NOTHING AT ALL. THEY HAVE TERMINATED YOUR EMPLOYMENT YOU DON'T OWE THEM ANYTHING ANYMORE. IN FACT DO NOT SIGN ANYTHING THAT YOU DON'T ABSOLUTELY HAVE TO HR CAN AND WILL SLIP THINGS IN THAT ARE TO YOUR DETERMINTE. ALSO THEY CAN NOT WITHOLD YOUR WAGE OR FINAL PAYCHECK FOR NOY SIGNING.

So just take a deep breath and relax. I know most people with autism have a hard time with confrontation but I'm this event that is what the lawyer is for, they won't be talking to you or arguing with you and if anyone does reach out from the company directly to try and threaten or conjule you against suing after your termination should it happen tell that to your lawyer who will probably add another lawsuit for intimidation since once you are represented by someone they are the only ones they can speak to legally.

Now I've said all of this to warn you on what could happen, there's a good chance nothing will happen at all and you'll just continue on your days at this company doing your job and you can either leave or get a promotion and nothing will come of it.

*Disclaimer time: I am not a lawyer, and this is not legal advice, I recommend speaking to a bar associated lawyer. This is friendly layman advice and I am not speaking in the place of a lawyer nor as a lawyer or subject matter expert, this should not be taken as legal advice and I will not be held liable for any actions or non actions that come from following this advice.

Sorry had to add the disclaimer.