HR Tip

Every now and then, an employee might need time off under laws such as the Family and Medical Leave Act (FMLA), or need a particular accommodation under the Americans with Disabilities Act (ADA).

When that happens, the employee’s coworkers could think the employee is getting preferential treatment. They might even ask you about this.

How you respond is somewhat governed by law. You are to keep medical information confidential.

Instead of going into detail, simply indicate that you are acting in accordance with applicable law, and that the coworkers would also have protections under these laws if the situation arose.