Do I have to tell my employer my diagnosis?

You generally do not need to tell your manager or HR your specific diagnosis just to notify them that you need medical leave. You do need to give enough information for the employer to recognize that the leave may qualify under applicable leave laws and policies. If requested, you may need a medical certification from a health care provider. For FMLA, the certification may contain appropriate medical facts but does not require a diagnosis. Under California CFRA, an employer may require medical certification, but may not require disclosure of the underlying diagnosis; the health care provider should not disclose the diagnosis without the patient’s consent. Medical information an employer receives in these processes is generally handled as confidential medical information subject to applicable law, though the exact protections depend on the process and the employer’s obligations.

What should I say to HR when I ask for medical leave?

Keep your message factual and professional: state that you are requesting a medically necessary leave, give the anticipated start and return dates, and ask to be evaluated under FMLA, CFRA, reasonable-accommodation laws, and any employer leave policies. Request the required certification forms, the submission deadline, and written confirmation of whether the leave is approved and job-protected. You can state that you prefer to keep the details of your medical condition private and will provide any required medical certification through the appropriate process.

Can I take mental health leave from work in California?

Potentially. A mental health condition can qualify as a serious health condition under FMLA, and mental health leave from work in California may also be available under CFRA, disability-accommodation laws, or employer policies. Whether it applies depends on the law involved and your individual circumstances, such as employer size, how long you have worked there, and hours worked. FMLA and CFRA can provide eligible employees with protected time off. Separately, California SDI may replace part of your income while you are unable to work, but SDI is wage replacement and does not itself protect your job.

Do I have to tell my boss I have depression or anxiety?

You generally do not have to tell your boss your specific diagnosis to request medical leave. You may need to share enough information for your employer to recognize that the leave may qualify, and a health care provider may need to complete a medical certification or provide a doctor’s note for leave. For FMLA, the certification can include appropriate medical facts without a diagnosis. Under CFRA, the underlying diagnosis generally should not be disclosed without your consent. If you are requesting a workplace accommodation, you may need to provide enough medical documentation to establish the disability or functional limitation and the need for accommodation, but not unrestricted access to your entire medical history.

Is California SDI the same as FMLA or CFRA?

No. SDI is a California wage-replacement benefit that pays part of your income while you are unable to work. FMLA, CFRA, reasonable accommodation, and employer leave policies concern time away from work and possible job protection. These processes may occur at the same time, but approval of one does not automatically approve the others. California SDI and job protection are separate: SDI does not by itself protect your job.

Who receives my employer medical-leave forms?

The completed forms are normally returned to your employer, HR department, or third-party leave administrator according to their instructions. They are not ordinarily submitted to EDD as a substitute for the SDI medical certification.

Can Work Leave Care guarantee that my job will be protected?

No. Work Leave Care may provide clinically appropriate documentation, but it cannot determine or guarantee legal job protection, employer approval, or reinstatement.

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How Do I Tell My Employer I Need Medical Leave?

To tell your employer you need medical leave—or ask HR for medical leave—give HR or your manager written notice that you need a medically necessary leave of absence, request the required FMLA or CFRA forms, and ask for written confirmation of whether the leave is approved and job-protected. You generally do not have to share your specific diagnosis just to request leave, though a medical certification may be required.

California SDI may replace part of your income while you are unable to work, but job-protected leave must usually be requested separately through your employer. SDI is wage replacement, not job protection.

If a medical or mental-health condition is preventing you from performing your regular work, notify your employer or human-resources department as soon as reasonably possible. Ask to be evaluated for all applicable medical-leave protections and request the employer’s required certification forms.

Reviewed byJonathan Kim, PsyD·California Licensed Psychologist·CA License #36891·Last reviewed September 2026

Does SDI Protect My Job? Wage Replacement and Job Protection Are Separate

California State Disability Insurance, or SDI, provides eligible workers with partial wage-replacement benefits. SDI does not automatically approve a leave of absence or guarantee that your job will be protected. Job protection may instead be available through the federal Family and Medical Leave Act, the California Family Rights Act, disability-accommodation laws, or your employer’s policies.

Do I Have to Tell My Employer or Boss My Diagnosis?

You generally do not need to tell your manager or HR your specific diagnosis just to notify them that you need medical leave. You do need to give enough information for the employer to recognize that the leave may qualify under applicable leave laws and policies. If requested, you may need a medical certification from a health care provider — but that certification does not automatically give your employer unrestricted access to your entire medical history.

FMLA: An employer can require a complete and sufficient medical certification with appropriate medical facts, but a diagnosis is not required on the certification.
California CFRA: An employer may require medical certification, but may not require disclosure of the underlying diagnosis; the health care provider should not disclose the diagnosis without the patient’s consent.
Accommodation requests: A workplace accommodation may require enough medical documentation to establish the disability or functional limitation and the need for accommodation, but not unrestricted access to your full medical record.
Confidentiality: Medical information an employer receives in these processes is generally handled as confidential medical information subject to applicable law, though the exact protections depend on the process and the employer’s obligations.

Sample Email to HR Requesting Medical Leave

Copy this template and replace the bracketed fields with your details before sending.

Employer message template

Subject: Request for Medical Leave and Required Forms

Hello [HR Representative or Manager],

I am requesting a medically necessary leave of absence beginning [START DATE], with an anticipated return date of [ESTIMATED RETURN DATE], subject to medical reassessment.

I prefer to keep the details of my medical condition private and will provide any required medical certification through the appropriate process. Please treat this message as notice of a potentially qualifying medical leave and evaluate my eligibility under the federal Family and Medical Leave Act, the California Family Rights Act, applicable disability-accommodation laws, and all relevant employer leave policies.

Please provide me with:

• All required leave and medical-certification forms
• The deadline and instructions for submitting documentation
• Contact information for any third-party leave administrator
• Written confirmation of whether my leave is approved and job-protected
• Information regarding benefits, paid time off, and return-to-work requirements

I will ask my treating healthcare provider to complete any clinically appropriate medical documentation. [Optional: I am also separately applying for California State Disability Insurance wage-replacement benefits.]

Please communicate with me at [PERSONAL EMAIL OR PHONE NUMBER] and confirm receipt of this notice.

Thank you,

[EMPLOYEE NAME]
[JOB TITLE OR DEPARTMENT]
[EMPLOYEE ID, IF APPLICABLE]

How to Ask HR for Medical Leave: What to Do Next

Send the notice to HR or your employer.
If you need medical leave from work, send HR or your manager a short written notice when reasonably possible, use a personal email address when appropriate, and keep a copy of everything you submit.
Request all employer forms.
Your employer may provide FMLA, CFRA, reasonable-accommodation, company leave, or third-party administrator forms. Ask which forms apply to your situation and when they are due.
Send the medical forms to your provider.
Upload any medical forms securely to your provider and include the deadline, your job duties, requested leave dates, and any claim number. Your employer may require a doctor’s note or medical certification supporting the need for leave.
Apply separately for California SDI.
Your employer leave request and your EDD disability-benefit claim are separate processes. California SDI and job protection are not the same thing: SDI is wage replacement, while FMLA, CFRA, or employer policies may provide leave or job protection.
Obtain written confirmation.
Ask the employer to confirm whether the leave is approved, whether it is job-protected, and what is required before returning to work.

How Work Leave Care Can Help

Work Leave Care provides telehealth psychological assessment, treatment, and clinically appropriate disability documentation for eligible California patients. When supported by the clinical evaluation, your provider may complete EDD medical certification and applicable employer medical-leave forms.

Work Leave Care does not determine your legal eligibility for FMLA, CFRA, reasonable accommodation, or job protection. Your employer or leave administrator determines employment-leave eligibility, and the California EDD determines eligibility for SDI benefits.

Check If Work Leave Care May Be Right for You Learn How California SDI Works

Frequently asked questions

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Important Notice

This guide provides general educational information and is not legal advice. Employment protections depend on factors such as employer size, length of employment, hours worked, available leave, the nature of the medical condition, and applicable workplace policies. California SDI does not itself guarantee continued employment or reinstatement. Individuals with questions about their employment rights should contact their human-resources department or a qualified California employment attorney.

Work Leave Care provides clinical evaluation, treatment, and documentation support when clinically appropriate. We do not guarantee disability benefits, claim approval, job protection, or legal outcomes. EDD determines eligibility and benefit decisions.

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