Medical conditions can sometimes cause complications at a person’s work. You may need to take more time off for personal or work reasons that others don’t. Should you tell your employer about your health problems? Here’s everything you need to know.
Table of Contents
1. Start a voluntary conversation
Federal and state laws prohibit employers from requiring health information from their employees. If you feel compelled to talk about your illness, you don’t need to say anything. However, when disclosing medical information is necessary to improve your performance, the conversation should always be voluntary and not pressured.
2. Submit the HR Form
Americans with Disabilities Act of 1990 (ADA) prevents employers from making hiring decisions based on medical indications. It also legally prohibits them from taking retaliatory action against workers who report health problems after hiring. There is no deadline for health disclosure because it is not required.
Talk to someone in your Human Resources department or email them to request a health disclosure form. They probably have one on file. If not, they will walk you through an all-inclusive process to make you feel comfortable upgrading your boss.
3. Request a Human Resources Representative
The conversation about your health problems will be between you and your employer. This is a private topic, so you will most likely be speaking in a conference room with no one else around.
Your boss can’t legally fire you for leaking information, but that doesn’t stop people from making biased judgments or making rude comments. If you feel uncomfortable talking in private, you can always ask a human resources representative. The department may also require it automatically. In any case, you will have a witness to everything that happens, which is useful when the conversations are not in writing.
4. Discuss possible adaptations
A critical part of disclosing your health problems to your employer is working with them to create devices that will make your work more manageable. You are the best person to advocate for your needs, so explore your options before the meeting to confidently present the possibilities.
You can request an adjusted work schedule to come to the office later or take a nap during your remote work day if your condition is preventing you from sleeping. This is a useful step for anyone who suffers from migraine as sleep relieves most headaches minimizing external stimulation of your brain.
Other standard workplace accommodations include dress code exceptions, hearing processing software, or additional wheelchair ramps for easier access. It depends on what is most difficult during the working day and what diagnoses you have.
5. Provide a doctor’s note
Some employers may require a doctor’s note along with the terms of the ADA. They will still provide them, but they will most likely want the document to be archived. Your doctor can easily give this with a quick email. It should not include any confidential information other than your physician confirming the specific health issues you have reported to your employer.
6. Request complete privacy
It’s natural to be nervous about this important conversation. Your HR department will keep your information private, but people will still talk. There is nothing wrong with asking your employer to keep your medical condition private if you feel uncomfortable when people know about it.
You will feel more at ease when you voice your concerns and hear their support for your desires. It’s one thing to know how the law protects your privacy, and quite another to hear how your employer agrees with your concerns.
7. Schedule a review meeting
You can suggest accommodation options during the first meeting with the employer without checking them before. Solutions may not help as much as you predicted for a variety of reasons. It’s always a good idea to schedule a meeting with your supervisor or HR representative to discuss how the fixtures work and if you need new ones.
Finding the best solutions is a normal part of creating the most rewarding workplace environment. No one can predict the future, and no employer will expect you to correctly guess what you need without trying first. Frequent reviews will ensure an open line of communication and constant progress so you can thrive in your workplace.
8. Be mindful of your resources
You may feel more confident knowing what you can do if your employer discriminates against your medical condition. First, you can file a claim with the US Equal Employment Opportunity Commission (EEOC). The EEOC will investigate the account and if it finds evidence of discrimination, you have 90 days sue or two years if it is about equal pay.
The most important thing to remember is that you are not alone in this process. HR representatives and the law are on your side. If your employer is unwilling to accommodate you or is discriminating against you, an EEOC representative will talk to you about mediating and possibly seeking legal action to make things right.
Disclosure on your terms
No one should ever disclose health information to their employer because they feel pressured or judged. If and when you feel it’s necessary and want to let your boss know about your health, use these steps to act with confidence. You will know how to start a conversation, find solutions and seek legal help if needed.
