Receiving a life-changing diagnosis can feel like the ground beneath you has shifted. On top of processing what it means for your health and personal life, you might find yourself grappling with how—or even if—you should share this information at work.

Should you tell your coworkers?

What do you say?

How much should you share?

These questions can feel overwhelming, especially when navigating a professional environment where privacy and relationships are carefully balanced.

There’s no one-size-fits-all rule for these conversations. You get to decide how much—or how little—you want to share. Below are actionable steps to help you confidently approach this process, maintain professionalism, and protect your comfort.

Step 1: Determine Why You’re Sharing

Before you approach anyone at work, ask yourself why you feel the need to share your diagnosis. Understanding your goal will give you clarity on how to proceed. Common reasons include:

  • Needing accommodations (e.g., flexible work hours, remote work, fewer physical tasks)
  • Explaining changes in behavior or performance (e.g., fatigue, taking more breaks, or seeming distracted)
  • Building understanding if your condition might become noticeable (e.g., visible symptoms, medical devices, or frequent appointments)

If you don’t feel a professional reason to share your diagnosis, you may decide to keep it private—which is completely okay. Sharing is not an obligation but a tool to help you manage your work environment in a way that supports your needs.

Step 2: Decide How Much You Want to Share

Once you’ve decided to speak with coworkers, think carefully about what—and how much—you feel comfortable disclosing. Here’s a range of approaches to consider:

The Need-to-Know Approach

Stick to the basics. You might say, “I have a medical condition that requires some schedule adjustments. I wanted to give you a heads-up in case it impacts my work temporarily.”

A General Overview

Share a high-level explanation without going into medical details. Try, “I’ve recently been diagnosed with a chronic illness. It’s been a difficult adjustment, but I’m working to manage things while keeping up with my responsibilities.”

The Transparent Approach

If you feel comfortable, provide more specific details about your diagnosis and how it might affect you at work. Reserve this option for team members you trust or if sharing specifics feels helpful for your situation.

There’s no rule that requires you to share deeply or divulge uncomfortable details. You hold the reins in deciding what feels best for you.

Step 3: Pick the Right Timing and Setting

Timing and setting can make or break a sensitive conversation. It's not ideal to send a quick Slack message between meetings or catch a coworker in the hallway. Instead, aim for a calm, focused moment when everyone can give the discussion proper attention.

Consider these options for initiating the conversation:

  • Schedule a private meeting. If it’s with your manager or HR, book a time on their calendar so you can ensure privacy.
  • Choose a quiet moment. For coworkers in the same level or role as you, pick a time when the workflow is lighter and distractions are minimal.
  • Use written communication. If speaking in person feels too stressful initially, you can send an email or message to open the dialogue. Just be prepared for follow-ups in person.

Step 4: Set Boundaries

Sharing a diagnosis doesn’t mean opening the floodgates to personal questions or constant conversations about your condition. Set boundaries to maintain your comfort and privacy. You can communicate these directly when sharing or address them as needed afterward.

If someone asks, “What exactly is your diagnosis?” and you don’t feel like answering, try saying:

  • “I’d prefer to keep details private, but I appreciate your understanding.”
  • “It’s a bit complicated, but I’m figuring it out with my doctors.”

If coworkers repeatedly bring up your condition or offer unsolicited advice, it’s okay to redirect the conversation firmly but kindly. For example, “Thanks for your concern, but I’d rather focus on work right now.”

Step 5: Prepare for Different Reactions

Not everyone will respond to your news thoughtfully—and that’s more a reflection of them than you. While some coworkers may show compassion or support, others may react awkwardly or even dismissively. Preparing for a range of reactions can help you manage the situation more calmly.

  • Supportive Reactions: You may hear things like, “Thanks for sharing,” or “Is there anything I can do to help?” These responses can feel reassuring, so lean into them if they’re offered.
  • Neutral Reactions: Some coworkers might not know what to say, leading to a more subdued but harmless response like, “Got it” or “Okay, thanks for letting me know.”
  • Insensitive Reactions: Occasionally, someone may react clumsily or inappropriately, with comments like “You don’t look sick” or unsolicited advice about treatments. While frustrating, these moments are an opportunity to reinforce your boundaries.

Dismiss negative or unhelpful comments as much as possible. Remind yourself that your diagnosis is personal and valid, regardless of how others respond.

Step 6: Keep It Professional

While your diagnosis is personal, sharing it in a work setting requires professionalism. Focus on clear communication and maintain a matter-of-fact tone. Avoid over-apologizing or downplaying your condition to make others feel more comfortable.

Here’s an example of how to keep the conversation concise and professional:

“Hi [Name], I wanted to share something important with you. I have a medical condition that requires some adjustments to my schedule. I’m still figuring everything out, but I’ll make sure my work gets done. I just wanted to make you aware in case it impacts timelines temporarily.”

This approach strikes a balance between transparency and professionalism, showing that you’ve considered how to address both your needs and your responsibilities.

Step 7: Advocate for Yourself

If your diagnosis affects your ability to complete certain tasks or attend work under typical conditions, you can request accommodations. These might include flexible hours, remote work options, or special equipment like an ergonomic chair.

Speak with HR or your manager (depending on your workplace structure) about your options. Keep the focus on your specific needs rather than your diagnosis. You could say:

“I’m dealing with a medical condition that makes sitting for extended periods difficult. Would it be possible to have an adjustable desk?”

When advocating for yourself, don’t feel guilty for asking for accommodations to help you work effectively.

Step 8: Allow Yourself Time to Adjust

Sharing your diagnosis with coworkers is just one part of navigating this change. Give yourself grace as you adjust to the new dynamics that may arise. It’s natural to feel a mix of relief, vulnerability, or even second-guessing after having these conversations. Remember, these decisions were made with your well-being in mind.

Check in with yourself periodically. Are your coworkers responding respectfully? Do you feel supported in your role? If not, don’t hesitate to revisit conversations with your manager or HR to address any concerns.

You’re Not Alone

Facing a life-changing diagnosis is challenging enough without the added complexities of managing workplace interactions. While you may feel vulnerable sharing such personal news, remember you’re not obligated to carry this burden alone. Take it one step at a time, set boundaries, and prioritize what feels right for you.