How to Talk About a Pre-Existing Medical Condition in your Pre-Employment Medical

If you're heading into a pre-employment medical and have a pre-existing health condition, it’s normal to feel unsure about what to say — or how much to say. Many people worry that disclosing too much might cost them the job, while saying nothing could lead to problems down the track.

The good news? You can talk about your health in a way that protects your rights, keeps you safe, and gives your future employer the information they need — without putting your career at risk.

In this post, we’ll walk you through when, why, and how to talk about a pre-existing medical condition during a fitness for work assessment.

Why It’s Better to Disclose Than Hide It

Let’s start with the obvious: hiding a medical condition might seem easier in the moment — but it can backfire.

• It could put you or others at risk if your condition affects your ability to safely do the job.

• It might void your insurance or workers compensation if a claim is made later and it’s found that key health info wasn’t disclosed.

• It delays access to reasonable support that might help you succeed in the role.

• Healthcare professionals are not there to judge or disqualify you. Their job is to assess risk and recommend reasonable adjustments, if needed.

In most cases, disclosing a condition won’t exclude you from a job — it simply helps ensure that the role and work environment are safe and manageable for you.

What Counts as a Pre-Existing Condition?

A pre-existing condition is any ongoing or past medical issue that could reasonably impact your ability to perform the tasks of your job. This can include:

• Chronic illnesses (e.g. diabetes, asthma, epilepsy)

• Previous injuries (e.g. back, knee, or shoulder injuries)

• Mental health conditions (e.g. anxiety, depression, PTSD)

• Surgeries or hospitalisations

• Any current medication that may affect alertness, coordination, or physical capacity

Even if your condition is stable or managed, it’s still worth discussing if it’s relevant to the job.

How to Talk About It (Without Oversharing)

When it comes to medicals, honesty is important — but you don’t have to give your full life story. Focus on facts, function, and fit.

Here’s how to structure the conversation:

1. Name the condition clearly
   “I have a history of asthma.”

2. Explain how it’s managed
   “It’s well controlled with medication, and I haven’t had an attack in over two years.”

3. Talk about how it affects your work (if at all)
   “It hasn’t impacted my ability to perform physical tasks or work outdoors, but I always carry my reliever inhaler just in case.”

4. Mention any support you might need
   “I don’t require any changes to the role, but access to clean air and avoidance of chemical fumes helps me stay well.”

This approach shows that you're being upfront and proactive — not looking for special treatment.

What the Assessor and Employer Actually See

It’s important to know that your detailed health information is confidential.

• The occupational health provider will assess whether you’re:

  • Fit for duty

  • Fit with restrictions or modifications

  • Temporarily or permanently unfit

Even if you’ve disclosed a condition, it won’t necessarily be shared directly with your employer, unless it affects your ability to safely carry out the role or requires adjustments.

If You’re Unsure Whether to Mention Something

Ask yourself:

• Could this condition impact my ability to do the job safely?

• Would I want support if it flares up while I’m at work?

• Am I currently taking medication or under treatment that affects me during the workday?

If the answer is yes to any of these, it’s worth discussing. You can always ask the medical provider to explain how your information will be used before you share it.

Conclusion

Talking about a pre-existing medical condition doesn’t have to be stressful. With a clear, honest approach — and an understanding of your rights — it becomes a way to protect your safety, not jeopardise your job.

Remember, fitness for work assessments are not about being “perfectly healthy.” They’re about finding the right fit between you and the role — and that includes making space for real people with real health histories.

Being honest gives you the best chance at starting your new job supported, safe, and set up to succeed.