Hepatitis C
Hepatitis C
Hepatitis C
in the Workplace
HEPATITIS C
Basics
The word “hepatitis” means inflammation of the liver. Hepatitis is caused by viruses,
which are small organisms that can cause disease. There are many different types of
viruses that cause hepatitis, and it is possible to be infected with more than one hepatitis
virus at the same time. Each virus is completely different from the other viruses, all are
prevented and transmitted differently, and each causes different symptoms.
Hepatitis A
Hepatitis A is transmitted through the fecal-oral route. It is often caught by eating food or
drinking water that is contaminated with the feces (stools) of a hepatitis A-infected person,
so hepatitis A is a big concern within the food industry. Once someone’s immune system
clears the virus, he or she cannot catch it again. There is a vaccine available to prevent
hepatitis A.
Hepatitis B
Hepatitis B is found in the blood, saliva, vaginal fluid or
semen of an infected person. It can be transmitted through
unprotected sexual contact, human bites, and through blood-
to-blood contact. Ninety percent of people infected with
hepatitis B clear the virus from their system without treatment.
There is a vaccine available to prevent hepatitis B.
Hepatitis C
Hepatitis C is transmitted only through blood-to-blood
contact. Eighty percent of those infected with the hepatitis C
virus will develop chronic (lifelong) symptoms, and about
20% of the people who have chronic symptoms will eventually
develop liver cirrhosis (scarring of the liver). It is important to
know that hepatitis C does not always make people sick (one
out of five people will actually get rid of the virus without any
treatment), and for those who do experience illness, it can take
many years for symptoms to develop. There is no vaccine for
hepatitis C.
• Another challenge facing an employee living with Hep C is the decision to undergo
treatment. Treatment for Hep C can last up to a year, and cause many side effects
including nausea, flu-like symptoms, hair loss, fatigue and depression. In some cases,
these side effects can be so difficult that some people have to take medical leave
from work.
• An employee living with Hep C is under no legal obligation to tell people at work
about his or her infection. If work is or will likely be affected by illness, the employee
may choose to inform his or her supervisors that there is a health condition or
illness and that he or she may require accommodation.
• If an employee feels he or she cannot handle full-time work and is considering switching
to part-time hours, it may be a good idea to consult with the insurance company beforehand.
Employees seeking disability benefits may find that these benefits from a part-time income
are much less than they would have been if they had applied for disability while on a full-time
income.
• All insurance companies have strict policies regarding the confidentiality of client information
and are required by law to keep claim information private. Insurance companies must have
written permission from the person to discuss medical information with any other person who
works outside of the insurance company. Employees should note that application forms for
disability benefits may contain consent clauses that allow the employer and the insurance
company to share information about an employee’s medical condition and ability to work.
Canada and each province and territory have anti-discrimination laws that protect people living
with disabilities. For example, the Canadian Human Rights act states:
“For all purposes of this Act, the prohibited grounds of discrimination are race, national
or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status,
disability and conviction for which a pardon has been granted.”
It also states:
An employee living with Hep C who needs accommodation, in order to continue working or to
return to work, has a responsibility to cooperate with his or her employer. This may mean informing
their employers of their needs, obtaining necessary information including medical or other expert
opinions, participating in discussions about work duties, and working with the employer on an
ongoing basis to manage the accommodation process.
One area where anti-discrimination law does not fully protect an employee with a disability is
employment-related insurance. Anti-discrimination laws often make exceptions that permit
employers and insurance companies to exclude employees with disabilities from particular
insurance coverage or benefits, either altogether or for a certain period of time.
For more detailed information about human rights and Hep C as a disability in your province or
territory, consult provincial legislation or, provincial human rights commissions, or talk to a lawyer.
First Aid
When administering first aid, remember that Hep C is
transmitted only through blood-to-blood contact. Follow
universal precautions when possible and think of
the following:
• All workplaces should be equipped with first aid kits
that contain a pair of gloves, latex barriers and mouth
guards to protect both the person giving and the person
receiving first aid.
• First aid should be administered without delay. If required,
perform mouth-to-mouth resuscitation with a mouth
guard to avoid coming into contact with blood.
• Report any workplace accidents to a supervisor as soon
as possible.
Like many viruses, Hep C is a blood-borne virus, which means that it is transmitted through blood.
You can’t tell by looking at someone whether or not he or she is infected, and people who are infected
with viruses like Hep C may not even know it. That’s why it is important to use the same precautions
when dealing with blood or other body fluids – assume that everyone is infected. That is the premise
of universal precautions.
A Sample Policy
Here is an example of a policy statement that can be adopted in a variety of workplaces.
(Name of organization) believes that employees infected with hepatitis C are valued employees
who do not pose a health risk to others in the workplace. Employees living with hepatitis C are
encouraged to remain productive at work as long as possible. They will receive the support
and consideration of the employer, and will not be subjected to any discriminatory practices.
An employee’s hepatitis C status and details of his or her medical condition will be kept
strictly confidential.
Production of this document has been made possible by a financial contribution from the Public Health Agency of Canada.
The views expressed herein do not necessarily represent the official policy of the Public Health Agency of Canada.