SafeTalk guide
Mental health at work and confidentiality: who will know?
Questions to ask about workplace mental health confidentiality, records, manager involvement, formal requests, and sharing only what is needed.
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What changes the answer
Purpose
Information should have a clear purpose, such as understanding a request, arranging leave, or implementing an adjustment.
Audience
Ask which people or functions need access and whether they receive medical detail or only practical instructions.
Record
Clarify where notes or documentation will be stored, how long they are kept, and how corrections can be made.
Ask before you disclose
A useful opening question is: “Before I share the details, can you explain who will see this information and what happens next?” The answer helps you decide the right level of detail.
For practical support, a manager may only need to know the agreed change. A formal process may require more information from you or a clinician, but access should still have a reason.
Use deliberate boundaries
Write down what you are comfortable sharing, what you are not ready to share, and what question you need answered first. If a request feels broader than necessary, ask for the policy or explanation in writing.
SafeTalk
Turn this guidance into a decision
General advice cannot see your manager, employment context, support, timing, or previous HR experiences. SafeTalk uses those factors to help you prepare a next step.
Assess my situationA private, 5-minute questionnaire to help you decide what to do next.
Questions people often ask
Can my manager tell my colleagues?
Rules vary, and operational information may sometimes need to be communicated. Ask what will be shared, with whom, and whether the wording can protect your privacy.
Should I put the diagnosis in an email?
Consider whether the diagnosis is necessary for the purpose of that message. Email creates a record, so keep the content focused and intentional.