Discover when the ADA limits what employers can ask about your disability or health and when you can be required to have medical tests or exams.
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The Americans with Disabilities Act (ADA) prohibits workplace discrimination based on disability. That means employers are generally prohibited from inquiring about your medical conditions or asking you for proof of your disability, except in limited circumstances. Employees needing reasonable accommodations, for example, may be asked very basic questions to confirm that they have a disabling condition that requires the accommodation.
Job seekers who are looking to get hired with a disability are often understandably reluctant to disclose their need for an accommodation on the employment application. The ADA protects disabled job applicants to a certain extent, but employment-related medical examinations can pose more complicated issues. Knowing your ADA rights can help you avoid intrusive or embarrassing questions about your disabling condition.
What Questions Can Employers Ask About Your Medical Conditions?
While the ADA protects employees from discrimination based on disability, the statute does acknowledge that employers may have valid reasons for asking you questions about your medical condition, such as making sure you can do the job safely. So while employers can’t go digging around in your medical records or ask invasive questions about your health, they may be allowed to ask certain disability-related questions, depending on which stage (pre-offer, post-offer, or during employment) of the process you’re at.
Can the Employer Ask Disability Questions on the Job Application?
No. According to the Equal Employment Opportunity Commission (EEOC), the agency responsible for enforcing the antidiscrimination provisions of the ADA, employers are prohibited from asking any disability-related questions on the job application—or at the interview, before you’ve been offered a position. (42 U.S.C. §12112(d)(2)(A) (2026).) Examples of prohibited disability-related questions include:
- Do you have a disability?
- What medications are you currently taking?
- Have you filed any workers’ compensation claims?
Employers can, however, ask you questions that aren’t likely to elicit information about your disability, such as a question about your general wellbeing or whether you’re able to perform the essential functions of the job position.
I Received an Employment Offer, Do I Have to Disclose My Disability to My New Employer?
At this stage—after you’ve received a job offer, but before you’ve actually started working—your employer is allowed to ask you disability-related questions and conduct medical examinations, provided that these entrance requirements are asked of every new employee. (42 U.S.C. §12112(d)(3), 29 C.F.R. § 1630.14(b) (2026).)
You don’t have to disclose your disability to your employer at any point, but many people who require reasonable accommodations will mention their need for the accommodation at this stage since it makes sense to make any necessary adjustments before starting the new position. EEOC guidelines state that the employer can’t withdraw the job offer unless you’re unable to perform the essential functions of the job even with the accommodation.
Can an Employer Ask for Proof of Disability If I Need a Reasonable Accommodation?
Yes, but only within very strict limits. Employers can’t ask for documentation if you have an obvious disability that requires accommodation, like needing to use a wheelchair or service dog.
If the disability isn’t obvious—say you have PTSD and need to adjust the lighting and sound in your office to reduce potentially triggering sensory input—your employer can ask you only for information showing that your disability exists, that it causes functional limitations, and that a specific reasonable accommodation will allow you to perform the job. Your employer can’t ask to see your entire medical history or notes for conditions unrelated to the need for accommodation.
Can You Ever Be Fired For Not Disclosing a Disability?
Many people develop disabilities after working for the same employer for a while, but are reluctant to disclose this—sometimes to the point of not asking for accommodations—because they worry about repercussions. Once you’ve begun working, employers are prohibited from terminating your employment simply because you have a disability (even if the employer just “regards” you as having a disability) unless you become unable to perform the essential functions of the job or you pose a direct threat to the health and safety of others. (42 U.S.C. § 12102(1)(C), § 12111(8), § 12113(b) (2026).)
Should I Say I Have a Disability On a Job Application?
This is a harder question to answer than it looks like at first glance. You’re certainly under no obligation to talk about your disability with a prospective employer, but there may be some times where discussing your disability might be useful during the hiring process. Ultimately, it’s a judgment call. (Before you make a decision either way, check out our article on getting hired with a disability for useful information.)
When Can an Employer Require a Medical Exam?
Employers can sometimes require employees to undergo medical examinations—tests or procedures conducted in a clinical setting or overseen by a health care provider—as a condition of employment. These may include eye exams, hearing tests, diagnostic imaging (X-rays, CT scans, and MRIs), and blood pressure measurements.
The EEOC allows employers to conduct post-offer medical examinations, regardless of whether the exams are related to the job, as long as the employer does so for all incoming employees. After you’ve started working, your employer can only require you to take a medical examination if it’s “job-related and consistent with business necessity.” (42 U.S.C. § 12112(d)(4)(A) (2026).)
Essentially, that means that your employer can ask you to take a medical exam if they’re concerned about your ability to do your job, whether or not you might present a safety threat in the workplace, or what kind of accommodation you might need.
Your Disability Appears to Prevent You From Doing Your Job
Your employer can ask you to take a medical examination if there’s reason to believe, based on objective evidence, that you’re unable to perform your essential job duties because of your health condition.
As an example, let’s say your productivity has declined over the last few months. When your supervisor talks to you about it, you reveal that you’ve recently been diagnosed with cancer, and your chemotherapy regimen is causing you to feel fatigued. Your employer could legally request a medical exam because your condition appears to be affecting your ability to perform your job functions.
Or, if you were on leave for medical reasons and your employer has reason to believe you might not be able to do your job, you can be required to undergo a fitness-for-duty exam before you return to work. (Learn more about returning to work after medical leave under the FMLA.)
Your Condition Might Pose a Direct Threat
Your employer can also ask for information about your condition if there’s reason to believe, based on objective evidence, that you might pose a direct threat to yourself or others because of your condition. An employer can even fire an employee who poses a direct threat to health or safety in the workplace—even if that threat is related to the employee's disability. For instance, if you operate heavy machinery and you begin having sudden fainting spells, your employer could legally require a medical exam to determine whether you can safely do the job.
You Need a Reasonable Accommodation
Unless your disability and need for reasonable accommodation are obvious, your employer can ask you to take a medical exam to determine what limitations you have that need accommodation.
For example, if you use a wheelchair and it won't fit under your desk, your employer can’t require you to undergo a medical exam to prove that you need a modified work area. But if you have pain while sitting down and need an accommodation for your back—such as an ergonomic chair or a sit/stand desk—your employer could ask you to take a test to determine which accommodations could meet your needs.
Can I Go to My Own Doctor for a Work-Related Medical Exam?
If your employer requires you to take a medical exam, you’re generally entitled to see your own doctor. However, you might have to see a doctor of the employer's choosing if your employer believes you pose a direct threat to workplace health and safety, or you didn’t provide enough credible and comprehensive documentation about your need for reasonable accommodation.
Your employer might be obligated to give you a chance to provide sufficient and adequate information from your own doctor before sending you to a different health care provider. (A doctor’s note that states the basis for your diagnosis, provides a brief overview of your functional limitations, and recommends a specific accommodation will usually suffice.)
What If Your Employer Violates Your ADA Protections?
If you believe your employer is violating the ADA by requiring you to provide medical information or take a medical exam, you should talk to an employment discrimination lawyer right away. By getting legal advice before you decide whether or not to comply with the employer's request, you can best protect your privacy and your legal rights under the ADA.
Talk to a discrimination attorney if your employer has already taken action against you, such as firing you for refusing to take an exam, or treating you differently once you reveal you have a disability. A lawyer can help you assess the facts and figure out whether you have a strong legal claim against your employer. (For more information, see our article on what to do if you think your employer has violated your ADA rights.)
