Medical Information at Work - 3 things you should know!

When you're unwell or under pressure at work, questions about medical information can feel loaded. Many employees worry about privacy, stigma, or information being used against them. Those concerns are valid — but it's important to understand how medical information actually operates in Irish workplace processes.

1. You have a right to medical privacy

Employees generally have the right to keep their medical details private. Your employer is usually entitled to know whether you are fit or unfit for work, and whether you need any work-related accommodations — not your diagnosis or medical history.

A medical certificate stating "unfit for work" without giving a reason is lawful and common. Medical information belongs to you, and employers do not have an automatic right to it.

2. Total privacy can sometimes work against you

While a bare "unfit for work" certificate protects confidentiality, it can also stall progress. Without meaningful information, employers may be unable to explore accommodations, phased returns, or alternative duties.

If the employer lacks information, they are allowed to make decisions based on what they do have. This can shift the issue into absence management or capability processes rather than support — often to the employee's disadvantage.

3. Occupational health isn't as neutral as it sounds

Employers can refer employees to occupational health where it is reasonable to do so. Employees can refuse, but that refusal may have consequences.

Occupational health assessments are shaped by the employer's referral and questions, and the report is typically used to inform management decisions. Limited engagement or non-disclosure can weaken the employer's duty to accommodate and reduce procedural protections for the employee.

The key takeaway

Medical privacy is a right, but how you use it matters. In many cases, carefully sharing limited, functional information — without disclosing a diagnosis — can protect you by triggering duties around accommodation and fair procedures. Complete silence, while understandable, can increase risk by allowing decisions to be made on incomplete information.

If you're unsure how to strike that balance, getting advice early can prevent small issues from becoming serious disputes. At WorkplaceDisputes.ie, we help employees understand these dynamics and make informed choices that protect their position at work.