To Tell or Not to Tell?

Should you divulge your chronic condition to your employer? To tell or not to tell? That is the question.

When you’ve been diagnosed with a chronic condition you’re faced with many challenges: medical, emotional, social, and professional, as you learn to manage your new life.

It’s been estimated that 25 million people in the United States, or 1 out of every 10, has a chronic disease that causes limitations. In a European study, it was reported that by the age of 50, more than a third of the workforce is managing a chronic condition, usually a musculoskeletal or cardiovascular disorder.

For employees weighing the decision of disclosing their illness to their employer and co-workers, there are mixed feelings. On the one hand, you may fear that it will be bad for your career. Your employer and colleagues may view you in a different light.

They may worry how this will affect the company and in turn them. On the other hand, if you decide not to disclose your illness you lose out on the protection, accommodation, and time off provided under the ADA and FMLA.

Should you do decide to tell approach the conversation with as much professionalism as you would bring to any other work related discussion.

You may need to miss work for doctor appointments and tests. Or you may feel you’re not able to meet your job requirements. Medications or pain may hinder your abilities, and you may tire easily. You will worry about how other people will react to you if they learn that you’re sick. Many people feel that as long as they have no major difficulty doing their job, they would prefer to keep it quiet and not risk being treated differently.

There’s some research on the subject. A study in the United Kingdom examined 610 staff members at a university who responded to a questionnaire about management of chronic illness at work. The authors’ state: “As a large number of chronic illnesses are hidden and not perceptible to others, receiving appropriate support from line managers and colleagues requires their knowledge and understanding of the employee’s illness. Unless employees choose to inform significant others at work as to the nature of their illness, such support may be lacking.” This same study also talks about the risks of disclosing, such as rejection, discrimination, loss of support, and even loss of employment.

Not long ago, having a chronic illness would end one’s career. Now with laws to support you, medicines, and changed attitudes among employers, it’s possible not only to hold a job, but to succeed in the career of your choice.

Should you do decide to tell, get all your ducks in a row and approach the conversation with as much professionalism as you would bring to any other work related discussion.

Make an appointment with your doctor to evaluate your situation and how it will affect your job performance. Know what accommodations you will need (time off, more frequent breaks, permission to work at home, a more ergonomic work station, etc) so that you can be specific. If there is some flexibility, and you can afford to you may want to consider part-time work to conserve your health.

If you reside in the United States, find out if you are covered by the Family and Medical Leave Act (FMLA).The Act guarantees certain workers up to 12 weeks of unpaid, job-protected medical leave when the employee is unable to work because of a serious health condition. In other countries, especially in Europe, support is provided in case of ill health, so check the legal system in your country before disclosing your illness.

Legislation such as the Americans with Disabilities Act (ADA), the Canadian Charter of Rights and Freedoms, and the U.K.’s Disability Discrimination Act (DDA) offer legal protections that make it easier to obtain special accommodations for disability-related problems. But, you are only protected if you disclose your disability. Know your legal rights before speaking with your employer. Talk to an attorney or a patient advocacy organization.

Try to think of solutions to challenges you face. Show your employer that you have thought seriously about how to preserve the quality of your work.

Once you have disclosed your condition, make things work by:

• Doing your best to schedule any absences ahead of time,

• Having something you can work on at home when you can’t make it to the office.

• Acknowledging co-workers who fill in for you in an emergency.

• Learning to manage your symptoms enough to make it through the workday.

• Requesting accommodations that allow you to do your job better. Update your supervisor as your needs change.

• Making the most of your strengths and talents.

• Be discrete who you tell, how much you tell, and when you tell. Remind your employer that any health information you provide is confidential.

Not long ago, having a chronic illness would end one’s career. Now with laws to support you, better medications, and changed attitudes among employers, it’s possible not only to hold a job, but to succeed in the career of your choice. Take a good look at your situation, and implement an agenda to help you do just that.

Ultimately, the final decision to disclose is yours and yours alone.

Ask yourself, “What do I have to gain by telling?” “What do I have to lose?”

But always be sure of your choice. Once it’s out there, you can’t take it back.

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About the Author:

Faith Stone is a regular contributor to Fog Magazine. In spite of her fibromyalgia, her columns appear here twice a month.