It can be tricky to decide whether to disclose a health condition to your employer. You’ll want to plan what you want to say and how much you want to share, and also consider what outcomes you wish to have.

Deciding whether to share a health condition at work can be complex. Not only that, but how much do you want to share, and do you need to share anything at all?

Discussing your health with your employer can be a sensitive and challenging topic. Whether you need accommodations for a chronic condition, are dealing with a temporary illness, or require mental health support, effective communication is key.

You’ll also want to know the laws and policies that protect you if you do decide to share information about your health.

Though it can sometimes feel awkward to discuss health with your employer, having this conversation may also have many benefits.

Accommodations

If you have a chronic condition or disability, discussing your health with your employer can help you get necessary accommodations.

This can include adjustments to your work environment, schedule, or responsibilities. These can benefit both you and the company by helping you work at your best.

Support

Open communication about your health can lead to increased support and understanding from your employer and colleagues.

This can create a more inclusive and supportive work environment.

Legal protections

In many regions, laws protect employees with health conditions from discrimination and ensure they receive reasonable accommodations.

Discussing your health can help you understand and exercise your legal rights.

To get started:

Assess your needs

Before discussing your health with your employer, assess your needs and determine what accommodations or support you require. Consider how your condition affects your work and what adjustments could help you perform your job more effectively.

Try to stick to what is necessary. You don’t need to give excess information.

After deciding what you wish to disclose, you can then decide who you want to tell. This could be your manager or HR.

Gather documentation

Collect any relevant medical documentation that supports your need for accommodations.

This can include a letter from your doctor, medical records, or a diagnosis statement.

Know your rights

Familiarize yourself with your legal rights as an employee with a health condition.

In the United States, the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) provide protections and entitlements for employees with health conditions.

Plan your approach

Consider the best time and place to have the conversation with your employer. Plan what you want to say and how you will present your needs.

Choose a private setting where you can discuss your health confidentially.

It’s a good idea to know where you stand legally before going to your employer with your concerns. This helps ensure everyone is on the same page and can help you feel more confident broaching this topic.

Americans with Disabilities Act (ADA)

In the United States, the ADA protects employees with disabilities from discrimination and requires employers with 15 or more employees to provide reasonable accommodations.

If you have a disability that affects your ability to work, you have the right to request accommodations that enable you to perform your job.

Exception: Under the ADA, if your condition poses a risk of harm that cannot be resolved by reasonable accommodation, your employer can move you to a different position or decide to no longer employ you.

Family and Medical Leave Act (FMLA)

The FMLA entitles eligible employees to take unpaid, job-protected leave for certain family and medical reasons.

If you need time off for a serious health condition, you may be eligible for FMLA leave.

The FMLA applies to employers with 50 or more employees who live within 75 miles. You also must have worked for your employer for at least 12 months and have logged at least 1,250 hours of service in the past 12 months.

State-specific laws

Some states offer extra protections beyond federal laws. The California Family Rights Act (CFRA) is one example. It provides additional leave entitlements and protections for employees with health conditions.

Confidentiality and privacy

Employers are required to maintain the confidentiality of your health information.

Employers can ask you for medical documentation to support your request for accommodations. This typically includes a statement from your healthcare team outlining your condition and the accommodations you need.

However, employers cannot request extensive medical records or information unrelated to the accommodation request.

HIPAA usually doesn’t apply to workplace disclosures. Instead, the ADA governs the confidentiality of employee medical information.

Employers must keep your health information confidential and only share it with individuals who need to know to provide accommodations or support. They are not able to request information directly from your healthcare team.

These tips can help you get the most from your discussion:

Be honest and direct

When discussing your health with your employer, be honest and direct about your condition and how it affects your work. Clearly explain your needs and the accommodations or support you require.

  • Example: “I have received a chronic condition diagnosis that affects my energy levels. I would like to discuss the possibility of adjusting my work schedule to better manage my symptoms.”

Focus on solutions

Emphasize solutions and how accommodations can help you perform your job more effectively. Be prepared to suggest specific adjustments and explain how they will benefit both you and the organization.

  • Example: “By working from home 3 days a week, I’ll be better able to manage my symptoms and maintain my productivity.”

Provide documentation

Present any medical documentation that supports your need for accommodations. This can help your employer understand your condition and the necessity of the requested adjustments.

  • Example: “I have a letter from my doctor that explains my diagnosis and the recommended accommodations.”

Be open to discussion

Be open to dialogue with your employer. They may have questions or need additional information to fully understand your needs. Collaboration is key to finding mutually beneficial solutions.

  • Example: “I am open to discussing different options and finding a solution that works for both of us.”

Maintain confidentiality

It’s important to request that your health information is kept confidential. Your employer should respect your privacy and only share information on a need-to-know basis.

  • Example: “I would appreciate it if this information could be kept confidential and only shared with those who need to know.”
  • Follow up in writing to document the conversation you had and to confirm next steps.
  • Monitor the accommodations provided and keep a note of these.
  • If your needs are not met, follow up again. It may help to start getting advice from a professional.
  • Make sure to allow for changes in workplace relationships as everyone adjusts to the new setup.
  • Update your workplace if your circumstances change, as accommodations may need to be altered accordingly.

Discussing your health with your employer is a personal decision, and can sometimes be complex or challenging.

However, it’s important to raise your concerns so you can get the support and accommodations you need to do your best work and manage your symptoms.

By preparing thoroughly, being honest and direct, focusing on solutions, and understanding your legal rights, you can have a productive conversation that benefits both you and your organization.

Next steps:

  • Brush up on your rights, protections, and the limits of workplace privacy.
  • Prepare for the conversation and write down everything you want to say.
  • Speak with your healthcare team and legal professionals if necessary.
  • Use available resources and reach out for help if you face discrimination.