If you read Part 4 of this series, we covered what to do when an employee files a formal complaint during the performance management process. We talked about how to separate the investigation from the daily work management.
But sometimes, the conversation takes a different turn. You sit down to discuss missed deadlines, and the employee says, “This is giving me severe anxiety,” or “I hurt my back in the warehouse yesterday.”
They might bring up a specific diagnosis, or they might ask for changes to their job to care for their health. For example, they might say, “My ADHD makes this open-office layout impossible,” or “I have a chronic condition and need intermittent time off for flare-ups.”
When a struggling leader discloses a medical issue, reports a workplace injury, or asks for an accommodation, the rules of the conversation change immediately. Here is how to navigate it safely, compassionately, and compliantly.
