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Section 1

Do I have to Disclose My Diagnosis?

A cancer diagnosis can create much uncertainty in every part of your life to include emotional, physical, and financial challenges. Uncertainty does not stay outside of your professional life. You will have to decide whether, when, and how much to tell your employer. You do not have to make this decision in one day, and not alone.

In the United States, you are generally not required to disclose a cancer diagnosis to your employer. Your medical information is private, and choosing not to share it is neither dishonest nor inappropriate.

 

There are a few situations when telling your employer about your diagnosis, fully or partially, becomes practically necessary:

  • You need time off work for medical appointments, treatment, or recovery. More importantly, if you want to request job protected leave such as FMLA, if eligible.
  • You need a workplace reasonable accommodation, such as a modified schedule, remote work, or physical adjustments (under the Americans with Disabilities Act (ADA)).
  • Your symptoms, side effects, or appearance changes are becoming difficult to manage without providing an explanation.
  • Performing your essential duties are impaired by specific safety requirements, which withholding information could create a risk to the employer or you. If professional licensing agreement in place notification may be a requirement.

If any of this applies to you, please know that you can control the level of detail you share, since you are not required to disclose your exact diagnosis. Leave request or accommodation, you can provide your Human Resources Office with a note from your healthcare provider.  The note can include enough information to verify you have a qualifying condition, without revealing the diagnosis. Once medical information is shared with Human Resources, they are bound by confidentiality.

There remains no right time to share. You should consider your treatment plan along with peace of mind. Ask yourself: 1) Will you need time off work in the short term? or  2) Will you need an adjusted work schedule in the short term?  If the answer is “yes”, it might be best to have a conversation soon to allow for approval.  

Many individuals wait for a clearer picture to answer practical questions, but you should consider 1) If you should get ahead of the conversation rather than waiting for your employer to initiate one? 2) Has your attendance or performance been impacted?  3) Do you have a confirmed diagnosis and treatment plan, or early results? 

Section 2

When should I tell them?

There is no universally right time. The best time is when it protects your job, your treatment plan, and your peace of mind. Ask yourself these questions:

If yes, it is best to have the conversation soon so that leave and accommodation requests can be processed in time.

Getting ahead of the conversation gives you more control over how the situation is framed and can protect your job security.

It is okay to wait until you have a clearer picture so you can answer practical questions about timing and your schedule.

If job security is a concern, disclose only what is necessary to access your legal protections — and nothing more.

Section 3

How to decide who to tell?

You decide. You are not obligated to tell everyone — or anyone — more than is necessary.

if your schedule is affected

Your manager

If your symptoms or treatment affects your daily work schedule, if it prevents you from performing essential job functions, or requires time off.

Required for FMLA or ADA

Human resources

 If you requesting leave or need reasonable accommodation, you will have to disclose your condition formally to Human Resources (who is obligated to keep your medical information confidential).

Entirely your choice

Coworkers

This remains optional.

Section 4

What do I say?

Script You Can Adopt: You have the option of requesting a private conversation or sharing via email.

To your Manager
“I would like to inform you that I am dealing with a health issue and will be starting treatment soon. I would prefer not to get into the medical details, but I wanted to discuss this early on so we can plan together. I plan to work with Human Resources on the formal paperwork but definitely wanted you to hear from me first.” At present, I expect (that I will need a few half days a week for the next two months). It early so I am working with my health care provider and will be sure to keep you updated when I know more. In the meantime, I will continue my current role.”
To hr - opening request
“I'm writing to inquire about and request a potential FMLA accommodation in connection with a medical condition I'm currently under care for. I would like to start the paperwork process.”
To hr - keeping it confidential
“Can you send me the forms my doctor needs to complete? I'd prefer to keep the specifics of my diagnosis confidential beyond what is required.”
To hr - next steps
“I am writing to ask about available options for managing a medical/health condition while under medical care. I would like information about leave, reasonable accommodation, or any other workplace options that may apply. Please share any forms my health care provider will need to complete. I would like to keep my medical details private beyond what is required. If you can advise about the entire process, timeline and/or anything else you will need from me at this time. It’s important for me to take care of this matter as soon as possible.”
Access4BC provides HR-informed, plain-language guidance. It is not legal advice. For decisions specific to your situation, consult a licensed employment attorney.
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