Generate text that refutes this claim: Employers have no right to private medical information  Employers have no right to know. This is an arena into which the state has no right to intrude, or to compel intrusion by others. Employers will know if their employee’s work is satisfactory or unsatisfactory – what more do they need to know than that? If employers find out, they might dismiss workers – which is exactly why many employees don’t want to tell them.  If workers are forced to disclose the fact that they have HIV, the merit principle will go out the window. Even if not dismissed, their prospects for promotion will be shattered – because of prejudice, or the perception that their career has in any meaningful sense been ‘finished’ by their condition (which is often not the case as sufferers can work and lead fulfilling lives after diagnosis; life expectancy after diagnosis in the US was 22.5 years in 2005 [1] ).  Even if not fired and career advancement doesn’t suffer, prejudice from co-workers is likely. From harassment to reluctance to associate or interact with the employee, this is something the employee knows he might face. He has a right to decide for himself whether or not to make himself open to that. Managers may promise, or be bound, not to disclose such information to other workers – but how likely is enforcement of such an undertaking? For these reasons, even problems with huge HIV problems like South Africa haven’t adopted this policy.  [1] Harrison, Kathleen M. et al., ‘Life Expectancy After HIV Diagnosis Based on National HIV Surveillance Data From 25 States, United States’, Journal of Acquired Immune Deficiency Syndromes, Vol 53 Issue 1, January 2010,
disease health general sex sexuality house believes employees should be compelled
Employers have a right to know about issue which will affect their business. An employee with a serious incurable illness which requires a large amount of medication to control is inevitably going to affect the business in a way that the employer will have to know about in order to work around it.  Aside from the fact that HIV status need not be communicated to co-workers, managers and employers already have a duty to prevent harassment and prejudice in any circumstances and this would not change.