How to Tell Your Workplace About a Medical Situation Without Breaching Your Privacy

Navigating a medical issue while trying to maintain your professional life can be stressful, especially when it impacts your ability to perform at work. You may feel conflicted, wanting to be transparent enough to manage expectations while also wanting to protect your privacy.

Here’s how to communicate a medical situation in a way that is respectful to both your needs and your employer’s, without disclosing more than you’re comfortable sharing.

1. Know Your Rights (Especially in Australia)

In Australia, under the Fair Work Act and privacy laws, you’re not obligated to share your specific medical diagnosis with your employer unless:

• It directly affects your ability to perform inherent requirements of your role

• You’re applying for or on personal leave (sick leave)

• There’s a workplace health and safety risk to yourself or others

You have the right to reasonable privacy and confidentiality, and employers are generally not entitled to your full medical history or diagnosis.

2. Decide What You’re Comfortable Sharing

You don’t have to give details. Focus on how the condition impacts your work, not what the condition is.

For example:

• ✅ “I’m managing a health issue that may affect my energy levels or ability to work full hours.”

• ❌ “I’ve been diagnosed with [specific illness], and here are all the details.”

A simple approach:

“I’m dealing with a private medical issue and may need temporary adjustments to my workload or schedule. I’ll keep you updated on any changes or needs as advised by my doctor.”

3. Provide Supporting Documentation if Required

If you’re requesting accommodations or medical leave, a medical certificate or fit-for-work statement from your healthcare provider can help. It doesn’t need to state your condition, just confirm that you’re unwell, need leave, or may require adjustments.

You can request your doctor to write a general statement like:

“This patient is currently managing a medical condition and may benefit from modified duties or flexible working arrangements.”

4. Request Reasonable Adjustments (Without Over-Explaining)

Under the Disability Discrimination Act 1992, employers are required to consider reasonable adjustments for employees with temporary or ongoing medical conditions, so long as those adjustments don’t cause unjustifiable hardship for the business.

Examples of adjustments:

• Flexible start/finish times

• Work-from-home arrangements

• Modified duties

• More frequent breaks

Again, focus the conversation on outcomes and solutions, not personal health details.

5. Keep a Paper Trail

If you speak to your manager or HR, consider following up in writing to:

• Summarise what was discussed

• Confirm any agreed arrangements

• Set expectations about review timelines or updates

This protects both you and your employer and creates a clear record of what’s been communicated.

6. Maintain Boundaries with Colleagues

You may notice curiosity from coworkers. You are under no obligation to share medical information with anyone beyond your manager or HR, and even then, only what’s necessary.

A polite script:

“I’m taking care of some health matters at the moment but I appreciate your understanding.”

7. Seek Support If Needed

If you feel pressured to disclose more than you’re comfortable with, or if you believe your privacy is being breached, you can:

• Speak to your union or employee advocate

• Contact the Fair Work Ombudsman

• Seek advice from a legal or HR professional

Balancing health and work is hard enough without the added stress of oversharing. You’re entitled to manage your medical situation with dignity, discretion, and support and you don’t need to choose between your health and your privacy.

If you’re ever in doubt, lean on professional advice and remember: you don’t have to give up your privacy to keep your job.