What an employer can find out about your health in the UK

Katerina Galkina · EN · 07/10/2026

Start with the purpose

An employer may need to understand fitness for work, adjustments that could help a return, or absence arrangements. Ask what information is needed and which decision it will support. A targeted medical report is different from access to your entire history: Acas ↗ explains that an employer cannot simply access your full medical records.

Discuss practical work restrictions, such as workload, breaks or a temporary timetable. Avoid sending a whole folder of test results to a manager without a clear purpose.

A report from your treating doctor

Your permission is needed to request this report. The employer should explain why it is wanted, who will see it and your rights under the Access to Medical Reports Act. You can refuse, ask to see the report first and challenge inaccuracies. If you want to see it before release, Acas says to contact the doctor within 21 days of the application.

Refusal does not prevent every employment decision: the employer may use the information available. Consider offering an adequate alternative, such as an appropriate fit note, an account of your restrictions or an occupational health discussion. Clarify the proposed questions before consenting.

Confidentiality within the organisation

Ask HR who will see the information, where it will be stored, how long it will be kept and what the manager will receive. Access should reflect a work-related need. Separately clarify how occupational health recommendations are shared and whether you can see the report.

The ICO’s worker-health guidance ↗ explains data-handling responsibilities. If information has been circulated to colleagues, retain evidence and initially contact the organisation’s data lead or use its complaints procedure.

Questions during recruitment

Before a job offer, health questions are allowed only in specified circumstances, such as arranging an accessible selection process or checking essential role requirements with adjustments considered. See GOV.UK’s recruitment rules ↗.

Keep requests and replies in writing. Identify whether the issue concerns recruitment, absence, safety or possible discrimination before choosing your next step. Acas covers Great Britain; Northern Ireland has separate advice and legal procedures.