What to do if…
a manager asks you for detailed medical information

What to do now

1. Ask for the request in writing.
   Reply: “Please confirm what this information is needed for, what specific documentation is requested, and where confidential medical documentation should be sent.”

2. Use the designated confidential documentation route.
   Ask whether medical documentation should go to HR, a leave administrator, an accommodations contact, occupational health, or another designated recipient. You can say: “I can provide appropriate documentation through the designated process, but I am not comfortable discussing detailed medical information directly.”

3. If this is about a workplace accommodation, ask for the specific documentation request.
   When a disability or the need for an accommodation is not known or obvious, an employer may ask for reasonable documentation. Ask for a form or written questions. Documentation should be limited to relevant information sufficient to substantiate the disability and the need for the accommodation, such as the impairment, relevant functional limitations, expected duration if known, and why the requested accommodation is needed. It generally should not include unrelated records or your complete medical file.

4. If this is about medical leave, ask for the written leave instructions.
   Ask whether the request relates to FMLA or another leave policy. For FMLA certification, an employer may request appropriate medical facts related to the need for leave. A health care provider may provide a diagnosis but is not required to do so. Department of Labor forms are optional, and a complete and sufficient FMLA certification may be provided in another format. Under the FMLA process, your direct supervisor may not contact your health care provider.

5. If this is about return-to-work or fitness-for-duty, ask for the scope.
   Ask which essential job function or safety concern the request relates to and what documentation is needed. For an employer covered by the ADA, disability-related inquiries and medical examinations of current employees generally must be job-related and consistent with business necessity.

6. Keep a short written record.
   Save the request and your reply. After a verbal conversation, send a brief recap email stating the date, what was requested, and that you asked for the designated documentation process.

7. If the pressure continues, use an internal support route.
   Contact HR, the designated leave or accommodations contact, your union if you have one, or an internal compliance channel. Keep the message factual and attach the written request.