{"id":5780,"date":"2025-04-22T12:07:17","date_gmt":"2025-04-22T17:07:17","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5780"},"modified":"2025-04-22T12:07:21","modified_gmt":"2025-04-22T17:07:21","slug":"hr-newsletter-protecting-employees-medical-information","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2025\/04\/22\/hr-newsletter-protecting-employees-medical-information\/","title":{"rendered":"HR Newsletter: Protecting Employees\u2019 Medical Information"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/April2025_Confidential.jpg\" alt=\"\"\/><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Employers obtain employees\u2019 medical information for various reasons, such as verifying a reasonable accommodation request, certifying leave, or confirming eligibility for disability benefits. At the federal level, there are several laws restricting when employers can ask for employees\u2019 medical information and requiring employers to keep such information confidential. These laws include the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Genetic Information Nondiscrimination Act of 2008 (GINA), and the Health Insurance Portability and Accountability Act (HIPAA).<\/p>\n\n\n\n<p>The ADA is the main federal law that protects employees\u2019 medical information in the workplace. The ADA limits when covered employers can request employees\u2019 medical information (or require medical examinations) and broadly requires all employee medical information to be kept confidential, regardless of why the information was provided. To comply with the ADA, employees\u2019 medical information should be maintained separately from personnel files and only accessible to authorized individuals. <\/p>\n\n\n\n<!--more-->\n\n\n\n<p>State and local laws may impose stricter confidentiality requirements on employees\u2019 medical information. To help employers become familiar with the laws for their work locations, we recently released the following Compliance Overview \u2013 <a href=\"https:\/\/www.employco.com\/PDFs\/April2025_Compliance-Overview.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Protecting Employees\u2019 Medical Information in the Workplace<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.employco.com\/PDFs\/April2025_Compliance-Overview.pdf\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/April2025_Compliance-Overview-PDF.jpg\" alt=\"Compliance Overview \u2013 Protecting Employees\u2019 Medical Information in the Workplace\"\/><\/a><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employers obtain employees\u2019 medical information for various reasons, such as verifying a reasonable accommodation request, certifying leave, or confirming eligibility for disability benefits. At the federal level, there are several laws restricting when employers can ask for employees\u2019 medical information&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2025\/04\/22\/hr-newsletter-protecting-employees-medical-information\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5780","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: Protecting Employees\u2019 Medical Information - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2025\/04\/22\/hr-newsletter-protecting-employees-medical-information\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: Protecting Employees\u2019 Medical Information - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"Employers obtain employees\u2019 medical information for various reasons, such as verifying a reasonable accommodation request, certifying leave, or confirming eligibility for disability benefits. 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In particular, states have implemented new paid sick leave (PSL) and paid family and medical\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":6009,"url":"https:\/\/www.employco.com\/blog\/2025\/12\/16\/hr-newsletter-navigating-post-fmla-terminations\/","url_meta":{"origin":5780,"position":2},"title":"HR Newsletter: Navigating Post-FMLA Terminations","author":"Employco USA","date":"December 16, 2025","format":false,"excerpt":"The federal Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid, job-protected leave a year for certain family and medical reasons, including being unable to work due to the employee\u2019s serious health condition. 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Even though some organizations do not offer flexible work arrangements, there may be situations when they need\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4324,"url":"https:\/\/www.employco.com\/blog\/2022\/11\/14\/hr-newsletter-fmla-case-studies\/","url_meta":{"origin":5780,"position":4},"title":"HR Newsletter: FMLA Case Studies","author":"Employco USA","date":"November 14, 2022","format":false,"excerpt":"The U.S. Department of Labor\u2019s (DOL) Wage and Hour Division (WHD) administers and enforces the Family and Medical Leave Act (FMLA) for all private and state and local government employees, as well as some federal employees. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"HR Newsletter: FMLA Case Studies","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5306,"url":"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/","url_meta":{"origin":5780,"position":5},"title":"HR Newsletter: 3 Employment Policies to Review in 2024","author":"Employco USA","date":"March 19, 2024","format":false,"excerpt":"The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024. CROWN Act - As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN)\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"_links":{"self":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5780","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/comments?post=5780"}],"version-history":[{"count":1,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5780\/revisions"}],"predecessor-version":[{"id":5781,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5780\/revisions\/5781"}],"wp:attachment":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/media?parent=5780"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/categories?post=5780"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/tags?post=5780"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}