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Workers with HIV/AIDS have strong workplace rights under the Americans with Disabilities Act (ADA), protecting them from discrimination in hiring, firing, and job duties, and guaranteeing confidentiality, reasonable accommodations (like time off for appointments), and protection from intrusive medical inquiries. They are considered disabled, can request accommodations unless it's an undue hardship, and have rights to privacy, plus additional protections under laws like FMLA for leave.

@A myHIVteam Member, I posted EXACTLY what the law states, I copied and pasted it. So, yes, some things you do not have to disclose HIV status, other things you may have to. As I stated, this is how the law is stated and I only copied and pasted it. Not my words, not my opinion, not my thoughts, but the way the law is written.

Mentioned Users

A myHIVte...

You simply state, “I need this and present medical documentation “. You don’t have to disclose HIV status. Just the direct reason. Let’s say there’s some form of neurological issue. U don’t have to say the underlying cause is HIV. Just state the direct reason.

Your supervisor may not be trained in reasonable accommodations or know how to negotiate them. For that reason, often its best to go directly to the person responsible for human resources at your employer, even if that person works in a different location. In a small business, that person may well be the owner.

When you request an accommodation, state clearly what you need (for example, time off for a clinic visit every third Tuesday of the month, a certain type of chair, or a change in your work hours) and be ready to supply a doctors note supporting your request. The initial note need not contain your diagnosis, but it should verify that you are under that doctors care and that he/she believes you need the accommodation to maintain your health or to be able to fulfill essential functions of your job.

Many people living with HIV do not want to give a lot of details about their health. If you prefer not to provide a lot of information, you may want to limit the medical information you initially give to your employer. However, if your need for accommodation is not obvious, your employer may require that you provide medical documentation to establish that you have a disability as defined by the ADA, to show that the employee needs the requested accommodation, and to help determine effective accommodation options. This can, but often does not, include disclosing your specific medical condition.

Be aware that not all people with HIV or AIDS will need accommodations to perform their jobs and many others may only need a few or simple accommodations. The U.S. Department of Labors (DOL) Job Accommodation Network (JAN) provides free, expert, and confidential technical assistance to both employees and employers on workplace accommodations and disability employment issues, which includes resources for employees living with HIV or AIDS. See AskJAN.orgExit Disclaimer, or call (Phone number can only be seen by the question and answer creators) (voice) or (Phone number can only be seen by the question and answer creators) (TTY) for one-on-one guidance.