In theory if you state you are disabled, then you can also get additional assistance from the company in the form of "reasonable accommodation". As a simple example, if you are in a wheelchair, you should have (by law) access to bathrooms and any other facility you'd expect to have access to at work.

The thing is though, a wheelchair is a very easy example - it's obvious and it's understandable how acommodation can help. But when it's an invisible thing, like a cognitive issue, or hearing loss or chronic pain, it's a lot harder to address. It's easy to say "we will put in a ramp for you" for someone in a wheelchair. Not so much for the more "abstract" disabilities that aren't visible.

Being a wheelchair is also something you can't hide anyway and a prospective employer may need to know it before an in-person interview to make sure it's conducted in an accessible place.