Just Don’t Ask: 7th Circuit Reminds Employers About Limits on Medical Inquiries

A recent federal court decision has important implications for workers facing intrusive medical questions from their employers. In Williams v. United Parcel Service, the U.S. Court of Appeals for the Seventh Circuit ruled that an employee’s ADA claim could proceed after UPS sidelined him for refusing to disclose detailed medical information—despite being medically cleared to work.

Mr. Williams had worked for UPS for over 20 years without issue. After experiencing a brief health event outside of work, he was cleared by his doctor to return to his job. But UPS refused to reinstate him unless he disclosed the cause of the episode and provided additional medical documentation. He declined, citing privacy concerns. UPS never officially fired him, but it also never put him back on the schedule.

The court found that Williams stated a valid claim under the Americans with Disabilities Act (ADA), which strictly limits when an employer may request medical information. Under the ADA, employers may only seek such information when it is job-related and consistent with business necessity—for example, when an employee requests an accommodation or when an employer has objective evidence the employee is unable to perform essential job duties. Curiosity, suspicion, or even good intentions aren’t enough.

At Emery Law, we represent employees who are forced into exactly this kind of unfair situation. We frequently hear from workers who are pressured to hand over medical records, denied return-to-work opportunities, or even constructively terminated for standing their ground. You have a right to medical privacy under the ADA—and that right doesn’t disappear just because your employer is uncomfortable.

If your employer is demanding excessive medical information, sidelining you without cause, or retaliating after a medical leave or event, we may be able to help. Emery Law’s Ethan White is an employment attorney who regularly files charges and lawsuits for employees who have been treated illegally at work, including relating to their disabilities. Ethan has more over 15 years of pure litigation experience, primarily focusing on employee-side employment disputes, including discrimination, wage and hour, and retaliation.  If you are dealing with workplace issues, you need an employment lawyer who will fight for you. Reach out today for a free initial consultation. The law is on your side, and we’re here to help you assert your rights.