Should You Tell Your Employer About Your Breast Cancer Diagnosis?

While your instinct may be to stay private about your diagnosis, telling your employer can ensure you receive important benefits. You’re entitled to legal protections if your employer is of a certain size.

Outside of my family, one of the first people I called when I got diagnosed with breast cancer was my direct manager. She was amazing. She cried along with me as I relayed all the details my doctor had just provided and assured me that — no matter what — my job would be safe.

A few days later, when I told our department director, who was also very understanding, she suggested I not go to human resources (HR) with the news, as “we could handle it between us.” I had just come back from a 4-month maternity leave and was worried about what this might mean for my job security.

The HR department at my company was very approachable, so I ignored her advice and met with them. It was the best decision I ever made. They explained my rights, what I was entitled to, and that I was not at risk of losing my place at the company under any circumstances. They followed up day and night, and I did not hesitate to approach them with questions or ask their advice.

I was a new mom with an infant. Because of them, I could focus on my baby and my health.

Still, it was amazing how little I knew about what happens when you get sick at work. I know it’s not something that you ever want to think about, but life can throw you curveballs. With more younger women getting breast cancer, understanding whether your company offers short- and long-term disability is an absolute must. 

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Should I tell my employer I have breast cancer?

When faced with any health diagnosis, the first thing many of us think about is, “Oh my god, what about my job?”

Christine Ciarlo, an experienced human resources manager in Richmond, Virginia, says that it’s important to remember you’re not required to reveal any personal medical information to your employer, and you certainly don’t need to tell them you have cancer.

Ciarlo says it’s understandable that your first instinct might be to conceal your diagnosis “because you feel you will be treated differently or they won’t support you during your treatment.”

However, according to Ciarlo, it may actually be in your best interest to be upfront with your diagnosis.

The benefits of being upfront about your diagnosis

Ciarlo says there are four main reasons it’s a good idea to tell your employer about your health issues.

1. Discussing your diagnosis and treatment gives your employer the chance to provide support.

1. Your company may offer specific benefits you can use now or in the future. Some of these benefits may include critical illness insurance and short- and long-term disability.

1. Declaring your diagnosis allows your company to prepare for reasonable accommodations you might need. In the United States, this is covered under the Americans with Disabilities Act (ADA). The Family and Medical Leave Act (FMLA) protects your right to take time off work without losing your job.

1. Remaining open with your employer about cancer treatment side effects can protect you from wrongful termination if said side effects, like exhaustion or illness, impair work production. All of this is covered under the ADA.

When is the best time to tell your employer about a diagnosis?

While Ciarlo recommends disclosing a cancer diagnosis to your employer, she does suggest waiting until you have a better understanding of your condition and treatment plan. This “can help the company develop the best way to support you during this challenging time,” Ciarlo said.

She also says it’s critical to include HR in all conversations with your manager.

“I would include HR in the discussion either with the manager or pull in HR right after the diagnosis is revealed, as most managers do not know what the steps are to properly help the employee,” Ciarlo said.

You may also want to let your employer and HR know whether you’d like your diagnosis kept private from others.

When you tell your employer the news, remember to come prepared with questions and find out about any employee assistance programs (EAPs) offered. Work with them on a plan to handle assignments in the event you’ll be absent from work.

The more prepared you are, the better you’ll feel going into treatment and the more focused you can be on your own recovery. 

What if your company doesn’t have a human resources department?

In my case, I was able to work with my company and set up a plan, but not everyone has such a supportive HR department or employer.

One woman with breast cancer, Shawna L. from Toronto, Ontario, worked for a small company that didn’t have an HR department. She told the owner about her diagnosis once her surgery was scheduled.

“They were quite supportive at first, but when I returned, and things got more complicated — chemo, fertility stuff, etc. — the vibe switched, and suddenly they were backtracking on a lot of the nice things they initially offered,” she said.

It got even worse once her treatment actually began. The office called her during chemotherapy, asking for nonurgent forms she had already told them she was waiting to receive.

Her employer “went back in and subtracted time I took at appointments from my pay even though I more than made up the work.”

Shawna L. was eventually able to find another job that provided her with more protection and support, but having to go through what she did as a young person with cancer was stressful and unjust.

“Employers with a small workforce — below 15 employees — are not required to abide by the Americans with Disabilities Act, and therefore aren’t required to make reasonable accommodations,” said Ciarlo. “One would hope that a small organization would treat each other like family and make accommodations out of care and concern.”

But that’s not always the case.

Takeaway

When you’re looking for a job, you take the best one you can find. However, it’s important to check whether there’s an HR department and read over the benefits package closely.

What happens in the event of an illness? Are you protected?

Ask questions, speak with current employees, and confirm what rights you’re entitled to. When it comes to your health, you want to make sure you’re getting everything you deserve.