Navigating Job Interviews with a Past Injury

If you’re navigating a job interview and wondering whether a past injury is relevant, the good news is that you have the right to focus on your qualifications rather than your medical history. Here’s what you need to know about legal questions, disclosure, and how to handle sensitive topics during the hiring process.

 

What Employers Can and Cannot Ask

 

Employers are prohibited from asking about your personal medical history or past injuries. However, they can ask questions that relate directly to the job’s physical requirements. For instance, it’s legal for an employer to ask:

• “Are you able to lift up to 50 pounds as required for this position?”
• “Do you have any conditions that might prevent you from standing for extended periods?”

These questions are acceptable because they focus on the essential functions of the role. If you’re asked such questions, answer truthfully but keep your responses relevant and 

concise.

 

How to Redirect Questions About Injuries

 

If an employer brings up past injuries, it’s okay to steer the conversation back to the job’s responsibilities. Here are some example responses:

• “I’m confident in my ability to meet the role’s requirements. Can you clarify what tasks require the most physical effort?”
• “Could you elaborate on the physical expectations for this position?”

 

This approach allows you to remain professional while protecting your privacy. 

 

Read more on our website!

 

Need Advice About Workers’ Rights?

 

If you have concerns about your rights or need guidance on handling workplace injury-related issues, speaking with a workers’ compensation attorney can help. Experienced attorneys can ensure your rights are protected and that you receive fair treatment.

Contact the trusted Colorado workers’ compensation attorneys at (970) 945-2396 or schedule your free consultation online today.

Should You Disclose a Past Injury to a New Employer?

Starting a new job can bring up many questions, including whether you should share details about a past injury with your employer. The straightforward answer is no, you’re not obligated to disclose this information unless it directly impacts your ability to perform the job safely and effectively. Here’s why.

 

Your Rights as a Job Applicant

 

Employment and disability laws, such as the Americans with Disabilities Act (ADA) in the U.S., protect your right to privacy. Employers can’t legally ask about your medical history, including any past injuries, during the hiring process. This ensures that hiring decisions focus on your qualifications and ability to perform the essential duties of the job.

If an employer does ask about past injuries, you’re not required to answer. Instead, you can redirect the conversation to discuss the role’s requirements:

 

• “Can you tell me more about the physical demands of this position?”
• “What are the key tasks that require physical effort?”

 

By shifting the focus to the job’s responsibilities, you can assess whether you’re capable of meeting the expectations without disclosing unnecessary personal information.

 

When Disclosure Might Be Necessary

 

There are instances when it’s appropriate to share details about a past injury, especially if it could affect your ability to perform certain tasks or ensure workplace safety. For example, if a position involves heavy lifting and you have a restriction, it’s worth bringing this up to set realistic expectations.

 

However, frame the conversation positively and offer solutions:

• “I have a minor limitation regarding lifting over X pounds, but I’ve successfully managed similar roles using assistive equipment or collaborating with team members.”

 

Ultimately, the goal is to demonstrate how you’re equipped to handle the position despite any limitations. Read more on our website!

 

Schedule Your Initial Consultation Today to Get Started! 

 

If you have questions about your workers' compensation rights, speak to experienced Colorado workers’ compensation attorneys today! We make sure you and your case get the attention you deserve! Call (970) 945-2396 today or schedule your free consultation online.