Should I Disclose Heath Issues During My Interview Process?
Q: Should I Disclose Heath Issues During My Interview Process?
–Signed, I’m on the road to recovery!
This is a great question that many individuals face when looking for a new job, while also dealing with a health concern.
A little more background: this individual has a health issue, which has a positive prognosis, but they do still need to see the doctor for treatments (briefly, once a week) for a number of months. It will not interfere with their work, other than needing a small accommodation to make it to their doctor appointments.
The basic dilemma:
If I don’t disclose it during the interview process, will it then become a problem for which they may fire me after I’m hired?
Versus: If I do mention it while I’m interviewing, will they just ‘not hire me’ in the first place?
I understand the desire to be honest and ‘do the right thing’. Honesty is a great policy, though some things are not your employer’s business. And it would be great to find an understanding employer that wants to add your talent and accomplishments to their team. But, there’s a much lower likelihood of it coming back and causing you to lose your job –when it comes up once you are hired.
Health conditions are a ‘protected class’ in employment law. While it’s illegal for a potential employer to discriminate against you in the hiring process, I would not want to put that to a test.
My recommendation would be to avoid any discussion of it until after you are hired.
Then, have a meeting with your manager or an HR staff member and let them know that you have a short term health issue that your doctor is treating, and that you will need to adjust a schedule slightly once a week to accommodate your doctor visit. I would not disclose the nature of your health issue, as it’s really none of their business and it’s protected information. But, I would offer to work extra on another day per week to make up for the time out –and be sure to let them know how excited and pleased that you are about how you will contribute in this role.
There is no easy answer here, but I also think that we should do what we can ‘not to tempt’ a potential employer to discriminate –by removing that discussion from the hiring process (remember, they may also be concerned about the impact on their group’s medical plan and expenses too).
Be sure to avoid discussion on the issue and talk with them about the minor accommodation in scheduling needs –once they already have decided on your value.
John Crant
Author, Career Coach & Speaker
on Job Search and Career Management
Copyright © 2010 by John Crant
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