Employment and hiring experiences of individuals diagnosed with chronic Hepatitis B: a job demands–resources model analysis

Purpose This study explores the employment and hiring experiences of individuals diagnosed with chronic Hepatitis B (CHB), examining how job demands and resources shape influence work-related stress, engagement and employment outcomes through the lens of the job demands-resources (JD-R) model. Design/methodology/approach This study employed a descriptive phenomenological approach to examine the employment experiences of 24 individuals diagnosed with CHB, selected through purposive sampling from the Yellow Warriors Society Philippines (YWSP). Semi-structured interviews were conducted, and thematic analysis was used to identify key patterns. The JD-R model guided the analysis, offering a conceptual lens to explore labor market challenges and participants’ perceptions of human resource (HR) practices aimed at supporting employees with chronic health conditions (CHCs). Findings Key job demands identified included stigmatization and misconceptions, systemic employment barriers, perceived unfairness in medical requirements and preemptive disclosure. These factors contributed to psychological strain and diminished job engagement. In contrast, job resources such as inclusive hiring practices and health-inclusive organizational practices mitigated stress and reinforced workplace participation. Research limitations/implications The study has limitations. Purposive sampling from a Pampanga-based online support group may cause selection bias and limit generalizability. Qualitative methods offer depth but lack statistical generalizability. Social desirability bias may have influenced responses about CHB stigma in hiring. Despite these, rigorous methods were used: a phenomenological approach provided deep insights; ethical approval and informed consent ensured credibility; a strong interview guide minimized data gaps and careful coding using the JD-R Model ensured validity and ethical rigor. Privacy was maintained through pseudonyms and voluntary participation, enhancing the study’s trustworthiness and ethical standards. Practical implications This study highlights key practical implications for improving employment equity for individuals with CHB. Employers must implement nondiscriminatory hiring practices, limit medical screenings to roles with legitimate health risks and adopt confidential, autonomy-respecting disclosure policies. Government agencies should lead targeted educational campaigns to address CHB-related stigma and misinformation. Strengthening anti-discrimination legislation and organizational guidelines is essential to protect workers with chronic conditions. Collaborative efforts among employers, health professionals and policymakers can foster inclusive workplaces, aligning with SDG 10 objectives. Integrating occupational health strategies within broader public health frameworks is critical for supporting sustainable employment among vulnerable populations. Social implications This study highlights the broader social implications of stigma and discrimination faced by individuals with CHB in the workplace. It underscores how misconceptions and systemic barriers contribute to social exclusion, affecting not only individuals’ employment prospects but also their mental well-being and societal participation. By addressing these issues, society can move toward more inclusive attitudes and practices, promoting equality and reducing marginalization. The findings call for greater public awareness, policy reforms and supportive environments, which can reduce stigma, improve social integration and enhance the quality of life for individuals living with chronic health conditions like CHB. Originality/value This study advances the JD-R model by integrating context-specific job demands (stigmatization and misconceptions, systemic employment barriers, perceived unfairness in medical requirements and preemptive disclosure) and institutional job resources (inclusive hiring practices and health-inclusive organizational practices) relevant to individuals with CHCs like CHB. The expanded model offers a more inclusive framework for understanding employment stressors among marginalized health populations and provides actionable insights for fostering equitable and supportive work environments.