Donate

You just received your diagnosis

Here is where you should begin. A straightforward checklist for the practical decisions that come rapidly while everything else feels like a blur.

You do not have to do everything at one time.  There is no required order here. Start wherever feels most urgent, skip what doesn't apply yet, and return when you have the bandwidth. 

Ask if your employer offers an Employee Assistance Program (EAP).  This is often the best first step when you are navigating something like this, you need someone in your concern: a voice to talk to, and guide who can help you make sense of the steps ahead.  Most EAP services are free, confidential and include counseling and practical benefits navigation.  This call can help you sort through the series of items to consider as you navigate this challenging journey.


Where to begin

Find and review your employee handbook, especially the sections on benefits related to medical leave, sick time, and disability.
  • Determine if your employer is covered by FMLA (this is typical for organizations with 50+ employees, and provisions may apply for any government or school) and if you have worked there long enough to qualify (12 months / 1,250 hours).
  • Check if your state or city has its own paid family or medical leave program.  Which can apply even if you do not qualify for FMLA, as each state has their own rules.
  • Decide who needs to know, who you want to inform, and how much information you wish to share. You are not required to disclose your diagnosis to request leave or medical accommodations. Typically, your manager only needs to know that you will be out and for how long.  Human Resources work with you to handle the paperwork and medical details without your manager being privy to the specifics.
  • You will want to consider any work related upcoming deadlines that need to be met to arrange for coverage before treatment begins.

Your Paycheck

Check if your employer has short term disability coverage (or through a private policy) and how to file a claim.
  • Find out how much paid time off, vacation, and sick days you have accrued, as you may need to use your leave in advance of exercising other available leave options.
  • Ask Human Resources if leave is paid, unpaid, or a combination, so there are no surprises regarding your income.
  • If needed, start the disability claim process early, as a approval times can be lengthy.

Your Insurance

It’s important for you to verify your health plan is active and note your deductible and out of pocket limit for the year.
  • Confirm whether your treatment team is in network before scheduling multiple appointments.
  • Learn about COBRA and marketplace options, along with their deadlines, in case of a job loss.
  • Mark your open enrollment period, as changing plans mid treatment usually requires a qualifying event.

Your Finances

List your fixed monthly expenses to understand your baseline if income decreases.
  • Contact each provider’s billing office to ask about payment plans and financial aid programs; most medical facilities offer financial assistance.
  • Explore copay assistance and nonprofit grants for treatment related costs. Pharmaceutical providers often provide copay assistance programs for various medications.
  • Keep all receipts related to medical and insurance expenses, as there may be tax deductible options to file during the tax season.

Your Medical Paper Trail

  • Create one folder, physical or digital, for all related documents: diagnosis notes, medical bills, insurance letters, and leave paperwork.
  • Request written copies of your diagnosis and treatment plan, or access them through an online portal, as they will be needed for leave and disability forms.
  • Record the names and direct contact information for Human Resources, benefits administrators, and each provider’s billing office.
  • Save any workplace correspondence regarding your leave or accommodations.

Support

  • Ask if your employer offers an Employee Assistance Program (EAP) — many include both counseling and practical benefits navigation at no cost to you.
A Gentle Reminder

You are dealing with a lot right now. This list is a tool, not a test.

Handling even one item on it is progress, and asking for help—from HR, a social worker, a patient navigator, or someone you trust—is a strength, not a burden.
Access4BC offers HR-informed, plain-language guidance. It is not legal or financial advice. For decisions specific to your situation, consult a licensed professional.
Scroll to Top