Sharing Your Cancer Diagnosis at Work

You don’t have to tell an employer about your cancer at all. An employer can’t ask about an employee’s medical situation unless they believe a medical condition is negatively affecting job performance or workplace safety.

However, your employer needs to know you have cancer for you to be protected by the ADA. It is within your employer’s rights to ask for medical documentation if you request disability or medical leave.

Once you have decided you have enough information about what to expect during and after treatment, start by telling your direct supervisor. He or she may ask you questions you aren’t able to answer and that’s ok. Your goal is to open communication and set expectations. Don’t expect your supervisor to be familiar with your protections under ADA. However, your company’s Human Resources department should be. If your supervisor doesn’t inform HR after you disclose your diagnosis, you should.

After that, it’s up to you who you would like to tell. Your employer is not allowed to tell other employees about your medical situation, not even if coworkers notice you receiving accommodations and ask about it. It is up to you which coworkers to tell. Some people tell only a trusted coworker. Some people want everyone they work with to know.

Decide how much information you want to share. If you are comfortable sharing your story, this is a great opportunity to educate others. People will likely make assumptions about your ability to work, or your long-term prognosis. They may comment on changes to your physical appearance or ask personal questions. Most people have beliefs about cancer that are incorrect or based on experiences that have little to do with your diagnosis and treatment. People are rarely intentionally nosy or hurtful. 

However, if you feel comments or questions are excessive or constitute harassment, report it to your company’s human resources right away. This is a form of discrimination and your employer has an obligation to address it.