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Section 1

Do I have to Disclose My Diagnosis?

No. In the United States, you are not required to disclose a cancer diagnosis to your employer. Your medical information is private. Choosing not to share is neither dishonest nor inappropriate.

However, telling your employer may become practically necessary in these situations:

  • You need time off for treatment, tests, or recovery and want to request job-protected leave such as FMLA, if eligible.
  • You need a workplace accommodation — a modified schedule, remote work, or physical adjustments under the ADA.
  • Your symptoms, side effects, or appearance changes are becoming difficult to manage without explanation.
  • Your role has safety requirements or a professional licensing agreement that requires notification.

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

Who do I tell?

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

if your schedule is affected

Your manager

Tell your manager if treatment will affect your schedule or job duties. You do not need to share your diagnosis — only that you have a health issue that requires accommodations.

Required for FMLA or ADA

Human resources

You must notify HR if you are requesting leave or accommodations. HR is legally required to keep your medical information confidential and out of your personnel file.

Entirely your choice

Coworkers

You are not required to tell coworkers anything. If questions come up, you can say: “I’m dealing with a health issue and I’d rather not go into detail.” That is enough.

Section 4

What do I say?

Protecting your privacy while protecting your job is not something you have to apologize for. Use these scripts as a starting point and adapt them in your own voice.

To your Manager
“I want to let you know I'm dealing with a serious health issue and will be starting treatment soon. I won't get into the medical details, but I wanted to give you a heads-up early so we can plan around it together. I'll be working with Human Resources on the formal paperwork, but I wanted you to hear it from me first. Right now I expect [a few half days a week for the next two months]. I'm working with my medical team and will keep you updated when I know more.”
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
“Please let me know the timeline for approval and anything else you need from me in the meantime.”
Access4BC offers HR-informed, plain-language guidance. It is not legal or financial advice. For decisions specific to your situation, consult a licensed professional.
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