Disclosure is one of the main HIV-related issues in the workplace. Employees worry about breaches of confidentiality if they reveal their status to their line manager or HR/Personnel officer.
HIV-positive employees do not have to reveal their HIV status. However, there may be advantages in doing so, for example in order to request reasonable adjustments under the laws against disability discrimination now contained in the Equality Act 2010.
Employees should not be pressurised to disclose HIV-related information, unless their HIV infection is affecting their ability to perform their job or there is a risk of transmission.
Where employees do disclose their HIV status, selective disclosure is recommended. It should be made to an HR/Personnel officer, occupational health, line manager or whoever it is felt is most appropriate to be entrusted with the information.
Employers have a legal duty to safeguard the confidentiality of job applicant/employee's personal and medical information under the Data Protection Act 1998.
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