Can Employers Ask About Your Health During an Interview

There was a time when job interviews felt uncomfortable, with employers asking personal questions about your private life. If you never experienced that, consider yourself fortunate. Today, those practices are mostly gone. Questions about your family, relationships, or background are no longer acceptable. This change is not only about courtesy; it exists to protect fairness and make sure every candidate is judged by the same standard.

Health-related questions have also shifted in a major way. Under the Americans with Disabilities Act (ADA), your medical information is private and not something employers can casually ask about. This law plays a key role in protecting job seekers by ensuring hiring decisions are based on skills and experience rather than health conditions.

To help you prepare, it’s important to understand which questions employers are allowed to ask and how to respond if something feels inappropriate during an interview.

Key Summary

The ADA requires employers to assess what you can do, not what conditions you may have, during the hiring process.
Questions are allowed only when they directly relate to core job duties and are asked consistently of all applicants.
Knowing how to answer health-related questions can help you protect your rights while staying professional.
After receiving a job offer, different rules apply, and it helps to know how health questions may change at that stage.

Your Rights Under the ADA Explained

Protection under the ADA means employers cannot base interview or employment decisions on a disability. Instead, they must focus on whether you can complete job tasks, with or without reasonable support.

The ADA describes a disability as a physical or mental condition that limits one or more major daily activities. These activities may include moving, speaking, seeing, hearing, or learning. The definition also includes limits related to major body systems such as breathing, digestion, or brain function.

Employers are legally required to offer reasonable adjustments, such as schedule changes or adaptive tools, unless doing so causes serious hardship to the business. This approach helps ensure hiring decisions are centered on ability and qualifications rather than health status.

Questions Employers May Ask Before Offering a Job

During interviews, employers can ask a wide range of questions. Health-related questions are allowed only when they connect clearly to job duties listed in the role description. These questions must be asked the same way to every applicant for that position.

Below are examples of job-related questions that may come up when a role includes physical or safety-based responsibilities. These questions are linked to essential duties rather than personal health details.

Physical tasks: “This position involves moving boxes that weigh up to 45 pounds. Are you able to do this task?”
Stamina expectations: “The role requires standing for extended periods. Can you meet this requirement?”
Work availability: “This job includes regular overnight trips. Are you available for this schedule?”
Safety duties: “The position involves working near hazardous equipment. Can you perform the job safely?”
Required credentials: “This role requires valid CPR and First Aid certification. Do you hold these credentials?”
Equipment use: “The job requires operating industrial tools. Are you able to do this safely?”

If you are asked any of the questions above, how you respond matters. The goal is to protect your rights while clearly showing that you can do the job.

Here are some helpful approaches:

Stick to job duties: When asked about physical or task-related abilities, focus your response on what you can do. If accommodations are needed, mention them briefly without going into medical detail.
Ask for clarity: If a question feels vague, request more context so you can answer based on job expectations.
Stand firm when needed: If a question seems unrelated to the role, you can redirect by saying, “I can meet the main responsibilities of this position. Is there a specific task you’d like me to address”
Give general reassurance: You can confirm your capability without sharing health details by saying, “I’m able to handle the requirements of this role with reasonable support if needed.”
Save deeper discussions: for later If accommodations are required, you may choose to discuss them after an offer is made. If necessary, during the interview, you can say, “I’ve successfully completed similar tasks in past roles with a small adjustment.”

What Changes Once a Job Offer is Accepted?

After you perform well in interviews and receive an offer, the legal rules shift slightly. At this point, employers are allowed to ask more detailed health-related questions.

They may also request medical exams, as long as these steps apply equally to all new hires in similar roles. This ensures consistency and prevents unfair treatment.

Any medical information you provide must be kept private. Employers are required to store this data separately from regular employee records to protect confidentiality.

An Example of Post-offer Health Checks

For example, in a distribution center, all new hires might be asked to complete a physical ability test after receiving job offers. This test may measure lifting strength and equipment handling. Because every candidate completes the same process, the practice remains fair and lawful.

Can a Job Offer be Withdrawn Due to Medical Findings?

Job offers can be taken back more often than people realize, and this can happen for several reasons. In some cases, health evaluations completed after an offer is made may lead an employer to reconsider their decision.

This usually happens if the results show that the individual cannot carry out key job duties, even with reasonable adjustments, or if the condition creates a serious safety risk for the employee or others in the workplace.

How to Inform your Manager About a Serious Illness after Joining?

Unexpected situations can arise at any time, including soon after starting a new role. When this happens, the way an employer responds often shows how supportive they truly are. If you need to tell your manager about a serious health issue, choose a quiet, private time when they are not rushed or distracted.

Before the conversation, prepare a brief explanation covering the condition, how it may affect your work, and any solutions you believe could help. During the meeting, explain how you plan to manage your responsibilities and suggest reasonable options like adjusted hours or changes to your work setup.

Make it clear that your medical information should remain private and outline any assistance you need to continue doing your job well. This approach helps keep the discussion respectful while ensuring your needs are addressed.

Unlawful Interview Questions and Warning Signs

Some interview questions are not just uncomfortable; they are against the law and violate basic employment rights.

Below are examples of questions that should signal a problem right away:

Age-related topics: “Can you tell us your age” or “When did you finish school” Age should not influence hiring decisions.
Marriage and family plans: “Are you married” or “Do you plan to start a family soon” These questions may lead to unfair treatment based on personal life choices.
Health and disability questions: “Do you have any medical issues” or “How often do you get sick” These questions are not allowed unless they are job-related and asked after an offer is made.
Religion-related questions: “Do you attend religious services” or “Which holidays do you observe” Employers should avoid questions about faith or beliefs.
Background and origin: “Where are you originally from” or “What country is your family from” These questions are unrelated to job ability and can be discriminatory.

Ways to Respond to Inappropriate Health Questions

No one expects to face improper questions during an interview, but it can happen. Being ready can help you handle the situation calmly and professionally. So, what should you do when a question crosses the line?

Responding to a Red-flag Question

Stay Professional: Even if the question is not appropriate, keep your response calm and respectful. Clear and measured replies show confidence and self-respect.
Ask for Clarification: It’s possible the interviewer did not mean to be intrusive. You can ask something like, “Can you explain how this question connects to the role” to allow them to reframe it.
Refuse Politely: You are allowed to decline answering questions that feel personal or unrelated. You might respond with, “I prefer to focus on my skills and experience that relate to this position.”
Understand your Options: If the interview continues in an uncomfortable way, you may consider reporting the issue to human resources. This can help prevent similar problems for others.

Closing Thoughts

Understanding how health-related questions are handled during hiring helps protect your privacy and ensures fair treatment. Knowing your rights under the ADA allows you to speak up with confidence and advocate for yourself when needed.