What Can Your Employer Ask
Christian Lobb
What Can Your Employer Request From You?
Read the transcript
Many people wonder what information an employer is allowed to request after an employee discloses a dementia diagnosis or asks for a workplace accommodation.
In some situations, an employer may ask for medical documentation that supports the need for a reasonable accommodation. The request should be related to your job duties and limited to information necessary to evaluate the accommodation.
An employer may also request an independent medical evaluation in certain circumstances, particularly if additional information is needed or there are legitimate workplace safety concerns.
You may also wonder whether your employer can ask for updates about your condition. In general, employers should focus on your ability to perform essential job functions rather than seeking unnecessary medical details.
Medical information should be treated confidentially and shared only with those who have a legitimate need to know. In most workplaces, accommodation information is handled by Human Resources and appropriate supervisors, rather than shared broadly with coworkers.
If you are unsure about your rights, or believe you are being treated unfairly, consider speaking with an attorney or contacting the Equal Employment Opportunity Commission, also known as the EEOC.
Understanding these expectations can help you approach conversations with confidence and participate in the interactive process as an informed partner.
John Williams & Christian Lobb
What Can Your Employer Request? What Can You Expect?
Read the transcript
John: Chris, if I ask for a workplace accommodation, can my employer ask me to provide medical documentation?
Chris: Yes. In many situations, an employer may request documentation that helps explain why an accommodation is needed. The goal is generally to understand work-related limitations and identify appropriate accommodations — not to obtain your entire medical history.
John: What about confidentiality? If I share information about my diagnosis, can it be shared with everyone at work?
Chris: Generally, employers are expected to handle medical information appropriately and maintain confidentiality consistent with applicable laws and workplace policies. If you have concerns, it's reasonable to ask how your information will be handled and who may have access to it.
John: At what point should someone consider talking with an attorney or another trusted professional?
Chris: If you're unsure about your rights, have questions about a proposed accommodation, believe you've experienced discrimination, or simply need help understanding your options, seeking professional guidance can be very helpful.
John: What's the one piece of advice you'd leave our viewers with?
Chris: Don't be afraid to ask questions. Learning about your rights, understanding your responsibilities, and gathering information before making important decisions can help you move forward with greater confidence
A Real Example: Why Communicating Early Matters
Christian Lobb
Lessons from the Wells Court of Appeals Decision
Court cases can help illustrate how disability laws apply in real-life situations. One example involves Wells v. Mutual of Enumclaw, a case concerning an employee with early-onset dementia.
Mr. Wells informed his employer about his condition but did not specifically request a reasonable accommodation. After workplace difficulties arose, he argued that his employer should have started the accommodation process on its own.
The court disagreed. It concluded that, while no special words are required, an employee generally must communicate that an accommodation is needed before the employer has a duty to engage in the interactive process.
The lesson is simple: if dementia is affecting your work and you believe support would help, do not wait until problems become serious. Consider discussing your needs early and clearly with your employer.
Every situation is different, and this case is not legal advice, but it highlights the importance of communication, planning, and requesting assistance when appropriate.
John Williams & Christian Lobb
Lessons from the Wells Decision
John: Chris, you shared the story of the Wells case. What is the single most important lesson viewers should remember from that case?
Chris: The biggest lesson is that communication matters. If you believe you need support to continue performing your job, communicate that need clearly and as early as practical. Letting your employer know you may need assistance can help begin a productive conversation.
John: Does someone have to use the words "reasonable accommodation" or make a formal legal request?
Chris: No. There are generally no magic words. The important thing is to clearly explain that you're experiencing challenges related to a medical condition and may need support to continue doing your job effectively.
John: As we wrap up this discussion, what message would you most like people living with dementia and their care partners to remember?
Chris: A diagnosis does not define your abilities or determine your future. Learn about your rights, ask questions, communicate openly, and seek guidance when needed. Taking informed, thoughtful steps can help you make the decisions that are right for you.
John: Thank you, Chris. We hope these conversations encourage viewers to plan ahead, understand their options, and seek trusted guidance whenever they need it.
Christian Lobb
Key Takeaways and Practical Guidance
As we conclude, remember that a dementia diagnosis does not automatically end your career or eliminate your workplace rights.
Laws such as the Americans with Disabilities Act may provide important protections for qualified employees with disabilities. Depending on your circumstances, you may be entitled to reasonable accommodations that help you continue performing your job successfully.
The decision about whether and when to disclose a diagnosis is personal. However, if you need workplace support, starting the conversation early and participating in the interactive process can often lead to better outcomes.
Take time to learn about your rights, prepare for important conversations, and seek professional guidance when needed. You do not have to navigate these decisions alone.
Most importantly, remember that many people living with dementia continue to make valuable contributions at work and in their communities. With planning, communication, and appropriate support, it may be possible to continue working with confidence and dignity.
Thank you for joining us, and we hope this information helps you make informed decisions about your future.
Brenda Roberts
Closing Reflection
We've covered a great deal of information in this chapter — from understanding your rights to learning about reasonable accommodations and knowing where to turn if you need help.
Every employment situation is different, and there is no single path that's right for everyone.
Our hope is that this information gives you the knowledge and confidence to make informed decisions that are right for you.
Whether you choose to continue working, request accommodations, transition to a different role, or retire, know your rights, understand your options, and make the decision that's right for you.
Understanding Your Rights at Work at a Glance
(opens in a new tab)A one-page quick reference summarizing the ADA, the ADEA, reasonable accommodations, and where to go for help.