Being diagnosed with a medical condition can turn your world upside down. Alongside the emotional weight of managing your health, you may find yourself worrying about how it will affect your job, your income, and your future at work. Questions like “Do I have to tell my employer?” or “Can I get fired if I’m too sick to work?” are common and entirely valid.
The good news is that there are legal protections in place to help workers navigate serious health challenges while maintaining their employment rights. By understanding these protections, communicating effectively with your employer, and planning thoughtfully, you can balance your health needs with your professional responsibilities.
This article will guide you through how to manage your work life after receiving a medical diagnosis.
Understanding Your Rights at Work
In the United States, several laws protect employees facing serious health conditions. The Americans with Disabilities Act (ADA) prevents discrimination against individuals with disabilities and requires employers to provide reasonable accommodations, such as flexible schedules, modified duties, or remote work options. Additionally, the Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave per year to address their own or a family member’s serious health condition. Together, these protections give workers the space to prioritize health without the immediate fear of losing their jobs.
Communicating with Your Employer
Once you have a diagnosis, it’s important to communicate with your employer as soon as you can. While you are not required to share every personal detail, you do need to provide enough information to explain why you may need time off or specific workplace adjustments. Providing a doctor’s note or medical certification is often part of this process.
It’s a good idea to put these communications in writing, whether through email or a formal letter, so you have a clear record of what was discussed. Clear communication shows responsibility and can help avoid misunderstandings or conflicts later on.
Following Company Policies and Keeping Records
Despite laws in place, this doesn’t mean every company runs the same way. Workplaces will have differing policies around sick leave, medical absences, and documentation. Make sure you understand and follow your employer’s specific procedures when it comes to notifying supervisors, submitting paperwork, and updating your status. Keep copies of everything you send or receive, including emails, text messages, doctor’s notes, and HR correspondence. This paper trail can be essential if you ever need to address disputes or protect your rights.
Can You Get Fired?
One of the most common concerns among employees is: Can you get fired for calling in sick? The reality depends on several factors, but because most employment is “at-will,” employers technically can terminate workers for almost any reason—or none at all—as long as it’s not illegal.
However, if you are taking protected leave under laws like the FMLA or if you are covered by the ADA, your employer cannot legally fire you simply for calling out sick. Many states and localities also have laws requiring paid sick leave, and if you follow your company’s policies, you are generally protected. Problems can arise when employees repeatedly call in sick without documentation or eligibility, or when absences significantly disrupt business operations.
That said, even in challenging situations, employers are typically expected to go through a fair process, including offering reasonable accommodations if the illness qualifies as a disability, before moving toward termination. Firing someone solely for using protected sick leave could expose an employer to legal consequences.
What to Do If You Feel You’re Being Treated Unfairly
If you’re concerned about unfair treatment or fear that your job is at risk, take action early. Review your company’s policies, talk to your human resources department, and consider consulting an employment lawyer.
Balancing Work and Health Moving Forward
As you continue managing your health alongside your job, make sure to maintain regular communication with your employer, especially if your condition or treatment plan changes. This allows you to revisit accommodations or adjust your workload as needed. Trying to push through without the necessary support can hurt you both personally and professionally in the long run.
