I Have Breast Cancer. Here’s What I Told My Boss.

Written by Michele Jordan
Medically Reviewed by Sarah Goodell on September 23, 2025
7 min read

No one plans for a breast cancer diagnosis. When your health status changes, knowing what job protections are available is important.

Federal and state laws protect people with cancer and those caring for someone with cancer. These accommodations are available whether one’s newly diagnosed, undergoing treatment, or in remission and receiving care. 

Here’s how two women handled the experience, along with what you need to know about your options.

Providence, Rhode Island, resident and math teacher Amara Brown, 40, found a lump in her right breast in December 2024.

What followed was a series of tests, a mammogram, biopsies, and a diagnosis in late January 2025 of triple-negative breast cancer in her right breast and hormone receptor-positive (HR-positive)/human epidermal growth factor receptor 2-negative (HER2-negative) in the left.

“Before or after each appointment, I would go to work,” Brown says. “I didn’t even give myself 24 hours to process what doctors were telling me. I would be in tears along the way and then would have to go be Ms. Brown.”

Eventually, the twists and turns of a breast cancer diagnosis grew to be too much.

“My coworkers and my boss — a good friend — did their best to help me with coverage and resources, but keeping up with the various chemo treatments, prep for surgery, egg retrievals for fertility, appointments, and more was a lot,” Brown says.

Her students were the final straw.

“The kids were writing on the board things like, ‘I hope you’re OK,’” Brown says. “One said Ms. Brown…you shouldn’t be here.”

Brown went on disability leave for many months to manage her physical and mental health and prepare for more surgeries. She stays upbeat by remembering her love for teaching and advocating for Living Beyond Breast Cancer, an organization focused on education and support.

“I want to help others going through this,” Brown says. “I think I was trying to do too many things, and if I could do things over, I would have taken more time off.”

Depending on your situation, taking time off might be just what the doctor ordered. Learn more about the types of leave, and think through what works best for you. 

Family Medical Leave Act (FMLA)

This 1993 law protects your job while you take up to 12 weeks of unpaid leave for certain family and medical reasons. You’re likely eligible for FMLA if you: 

  • Work for a private company with 50 or more employees
  • Work for a public government (federal, state, or local) or an educational entity, regardless of the number of employees 
  • Worked at least 1,250 hours in the previous 12 months
  • Worked 12 months (doesn’t have to be consecutively)

FMLA also allows states to offer more resources than federal law requires. For example, some states offer paid leave or a portion of your salary. You might even be able to use FMLA and state-paid family leave at the same time. 

There’s flexibility, too. You can take entire weeks, single days, or hours. For instance, you could work a four-hour work day instead of eight. Or you could take two days off after every chemotherapy appointment.

Americans With Disabilities Act (ADA)

This 1990 law protects people with disabilities from discrimination. It’s divided into five sections called titles. Each title sets forth requirements for different types of organizations. Title I of the ADA covers requirements for employers. The ADC protects you if you:

  • Work for a private employer with 15 or more employees
  • Work for a state or local government, regardless of the number of employees. (Section 501 of the Rehabilitation Act provides federal employees with similar protections.)

Cancer is considered a disability. Your employer must offer reasonable accommodations to help you continue to do your job. An example would be allowing you to work a flexible schedule so you can make all your doctor appointments and treatments or allowing you to work from home if the job can be performed remotely.

Sharing your diagnosis with family and friends is one thing. Telling your employer is another — something you may find uncomfortable. 

It’s important to note that you don’t have to review every single detail of your entire medical history. And you don’t have to specifically ask for FMLA. But you’ll need to share enough information so they know you qualify. Also, your employer is required to keep the information you share private, so you don’t have to worry about the whole office knowing your medical diagnosis.

Start with your boss, who’ll likely direct you to the company’s human resources department for next steps, such as determining what paperwork you need. Simple and clear are two words to keep in mind. Use these scripts as starting points:

When you need to be out for an extended time. “I’ve been diagnosed with a serious illness and will need to take leave to care for my health and receive treatments.”

When you’re in remission but still need treatment (including counseling). “I spoke with my doctor, and I will need treatment every week for the next six weeks.”

When caring for a loved one. “My mother is having surgery next month. I need to care for her while she is recovering.”

Questions to consider asking include:

Do I have paid leave options? Your job may require you to use any available paid leave (sick, vacation, etc.) during some or all of FMLA.

Will I keep my insurance while I’m on leave? FMLA leave allows you to keep your health insurance, but you’ll likely have to continue paying the monthly premiums.

Am I eligible for bonuses during this time? If the bonus is based on you meeting a certain goal and you can’t because you’re on leave, then no. But your employer has to treat everyone the same no matter the type of leave. For example, if your employer gives a perfect attendance bonus to employees who used vacation leave, they must also grant the bonus to employees who used vacation leave for a FMLA-qualifying reason.

Sarasota, Florida, resident Nicole Coyne, 41, was diagnosed shortly before her one-year anniversary as chief financial officer for a nonprofit.

“I saw a lump in my breast and went to get it checked out,” Coyne says. “The radiologist thought it was a low chance of cancer at first.”

Unfortunately, after further testing, Coyne was diagnosed with HR-positive/HER2-negative cancer in August 2024. She thought it best that she share the news with her new boss.

“I told her we were checking to see if I had cancer and then told her when I got the diagnosis,” Coyne says. “She was understanding and allowed me to tell my coworkers and team in my time.”

From there, Coyne took time off as needed for appointments, chemotherapy, and radiation. She adjusted her schedule some days, worked from home on others, or brought her laptop to the clinic.

“I took the time I needed, but I didn’t take advantage of things,” Coyne says. “I would recommend others do their research, but don’t get discouraged. Because while this isn’t easy, it can be managed.”

All isn’t lost if your employer has less than 50 employees. They may still be willing to do their best to accommodate your needs. But you won’t know until you ask. And you’re still entitled to reasonable accommodations under the ADA if your employer has at least 15 employees.

Sit down with your boss to discuss options. Go into the meeting with possible solutions for potential problems. Make sure everything discussed and agreed upon is put in writing to serve as a contract.

When You’re Self-Employed 

You won’t have access to FMLA, but you’ll have more say in your schedule and how you adjust your work tasks. Things to consider include:

Think before you share. How will clients react to knowing you have cancer? Prep for different reactions. Some clients may be fine, others may opt to leave.

Calculate your out-of-pocket health care expenses if possible. Can you comfortably cover them? Check your state’s Health Insurance Marketplace to see if there’s another plan available that may offer better coverage. You can also search online for organizations that may be able to help with expenses.

It can be helpful to mention that what you’re sharing is based on what you know today. Cancer can be unpredictable, so your needs may change over time.

If you have questions about FMLA or you feel you’re being discriminated against, call the Wage and Hour Division’s toll-free helpline at 1-866-487-9243. If you have questions about the ADA, call the toll-free hotline 1-800-514-0301. You can contact the Equal Employment Opportunity Commission (www.eeoc.gov) to file an employment discrimination charge.