When you ask for an accommodation at work, you might wonder how much you need to share about your health. While your employer has a right to understand how your condition affects your job, they cannot demand full medical details. In Washington, privacy laws and disability protections set clear limits on what employers can ask.
When your employer can request information
Your employer may ask for medical information only when it relates to your ability to perform essential job duties. For example, if you request an adjustment to your work schedule because of a chronic condition, your employer can ask for documentation that confirms the need for flexibility. However, they cannot demand your full medical records or detailed diagnosis.
What your employer cannot ask
Employers cannot ask about the nature or severity of your medical condition unless it is directly relevant to your accommodation or job performance. They also cannot ask for unrelated health history or require extra medical exams without a legitimate reason. Your privacy is protected, and any information shared must stay confidential and separate from your main personnel file.
Protecting your medical privacy
If you are unsure about a request for information, you can ask why your employer needs it and how it will be used. You can also provide a doctor’s note that confirms limitations without disclosing your diagnosis. The goal is to give your employer what they need to evaluate the accommodation—not your entire medical background.
How Washington law supports you
Washington law, along with the Americans with Disabilities Act, ensures that employees receive reasonable accommodations without unnecessary intrusion into their personal health information. These laws exist to balance your right to privacy with your employer’s need to maintain safe and effective operations.