Compliance regulations often limit employers when it comes to conversations about employee accommodations because many direct questions are off-limits. However, an employer is most successful in implementing proper workplace accommodations when they have a solid understanding of an employee’s medical condition. Unfortunately, they often have little insight into the medical condition and fear becoming noncompliant by asking the wrong questions.

Given that asking questions is a vital first step for helping an employee with a medical condition at work, here are four tips a broker can provide an employer for initiating a compliant discussion to help an employee find a solution:

1. Be proactive. The issue affecting an employee’s ability to work may not be easily identifiable in some cases, including chronic diseases like diabetes or hypertension. Or, an employee may exhibit physical signs of a condition that isn’t actually physical in nature, such as depression or anxiety. The key here is to be proactive and not let the issue carry on without communicating with the employee. Starting a conversation with a compassionate approach opens the door for employees to share the issue that may be holding them back at work.

2. Be human and empathetic. Focus on the employee’s general well-being through a question such as, “How are you?” Asking a tired employee if they feel alright, or inquiring if a sneezing employee has allergies or a cold is another great example. A friendly conversation may yield exactly the answers you’re looking for and, ultimately, allow you to help identify a solution for this employee. You can even ask how an employee is doing following the death of a loved one or a divorce. When your questions aren’t likely to prompt information about a medical condition, they’re typically permitted. Here are a few more questions you can ask:

-What's getting in the way of your productivity?
-Are you able to do your job? Can you do the work?