How should companies handle employees with contagious diseases?
Christopher Ramos
Updated on April 02, 2026
HR must be notified immediately that a communicable disease risk may exist to limit additional exposure and to reduce risk and liability for the employer. Policies should be in place to require immediate notification from supervisors, the infected employee and other employees who are made aware.
What is infectious disease control in the workplace?
Control of infectious disease requires proactive planning and employee screening, conscientious communication with healthcare providers and employee education, sound absence management and good housekeeping practices including cleaning/disinfecting of potentially contaminated areas with an EPA approved detergent/ …
Can you terminate an employee with a contagious disease?
Yes. Generally, your boss may make it a job requirement that you be vaccinated and remove the risk of exposer to infectious disease. If your employer creates such a policies, your employer may fire you for failing to vaccinate yourself or your children.
Does the ADA protect persons with contagious diseases that may threaten other employees in the workplace?
Even if a contagious disease is serious and an infected individual is covered by the ADA, if that individual poses a direct threat to others, he or she would not necessarily have to be hired or given access to a place of public accommodation.
How do you deal with a contagious disease?
Learn these healthy habits to protect yourself from disease and prevent germs and infectious diseases from spreading.
- Handle & Prepare Food Safely.
- Wash Hands Often.
- Clean & Disinfect Commonly Used Surfaces.
- Cough & Sneeze Into Your Sleeve.
- Don’t Share Personal Items.
- Get Vaccinated.
- Avoid Touching Wild Animals.
How can infectious diseases be prevented in the workplace?
Practice proper hand hygiene – wash hands thoroughly to prevent the spread of infection. Stay home when you are ill – don’t put others at risk of exposure. Travel wisely – don’t travel on public transportation, by rail or air when you’re ill. Many people confined in a small area for infectious agents.
What are the five basic principles for infection control?
Introduction.
Does OSHA cover infectious diseases?
These include OSHA’s Bloodborne Pathogens standard (29 CFR 1910.1030) which provides protection of workers from exposures to blood and body fluids that may contain bloodborne infectious agents; OSHA’s Personal Protective Equipment standard (29 CFR 1910.132) and Respiratory Protection standard (29 CFR 1910.134) which …
What medical conditions are covered by ADA?
A person with a disability can be a person with a mobility or physical disability, sensory (vision or hearing), intellectual, psychiatric, or other mental disability. People with medical conditions such as HIV/AIDS, epilepsy, rheumatoid arthritis, and cancer may also covered under the ADA.
What do you need to know about contagious disease in the workplace?
Your company may also want to adopt a policy such as this: This company seeks to maintain a healthy workplace by appropriately protecting the health and well-being of all employees. This company is also committed to compliance with all applicable federal and state laws.
How is Infectious Disease Control in the workplace?
Infectious disease control in the workplace Controlling the spread of infectious disease requires the right combination of education and preventative measures. Introduction
What happens if an employee refuses to work with a contagious person?
An employee who refuses to work with or perform services for a person known or suspected to have a contagious disease that does not present a current direct threat in the workplace is subject to discipline, up to and including discharge. We were unable to load Disqus. If you are a moderator please see our troubleshooting guide.
Can you refuse to work with someone with a communicable disease?
This may mean placing employees with a communicable disease on a mandatory medical leave. Furthermore, under OSHA, an employee may refuse to work with a co-worker when that co-worker has a communicable disease. Normally, this belief must be reasonable in order for the employee to be protected by OSHA.
