I employ people in the USA in small IT and EE/IC specialty design shops. Most expert-level employees seem to come with white or grey hair. One of my IT geeks is a "MT Dew Diabetic." Avoiding the maintenance of medical records is simply not an option in the USA, given our laws and court rulings. We have to comply with ADA (Americans with Disabilities Act), keep records of workman's comp medical restrictions, including very specific information, on what an employee may and may not do as well as provide emergency information to first responders. While often inconvenient, these are requirements I cannot avoid. Some of my employees have medical conditions (heart conditions, organ replacement, severe allergies, diabetes, unusual prescriptions of controlled sumstances, etc.) that they want known and available to first responders showing up at the office if they collapse clutching their heart or go into a sugar coma. Complicating this, if one of your customers is a Federal agency or Defense, you must, by law, have a "zero tolerance policy" for controlled substances. All this requires records to prove or excuse. For government accusations, corporations are "effectively guilty" until they prove themselves innocent with appropriate record keeping. Making this even more difficult, USA court rulings say we're also not allowed to store this information in their personal files, but must keep it in a separate, access controlled file, otherwise we could get sued if that person missed a pay raise or promotion because it was available to anyone reviewing their service and discipline records. The separate files seem silly when the teams are small enough that everyone knows each other very well anyway. Also, what if the employee who first greets the medics from the ambulance don't have easy access the secured medical files? Isn't that an even worse problem? Sued if you do. Sued if you don't. Sued if you didn't do it the nuanced way a team of $300/hr attorneys thinks you should have half-way done it. Nuisance suits are common in the USA.
As a practical matter, a lot of valuable talent is not healthy. Many experts are experts because they have been at a speciality for 30-60yrs. If you have an employee that has an epileptic seizure, you don't want the rest of the team to stand there confused and gawking. You want them to recognize it and intervening to protect that individual's head and spine from injury. I had an employee with mental health issues under the care of a psychiatrist. While she was physically 100% capable (she was young and athletic) yet she was restricted from certain emotionally triggering situations. You want their supervisor trained know what those are and how to avoid it. You want a written record, periodically refreshed, that her supervisor knows and understands. You could say "I don't want to deal with that" but then you lose out on some great talent. Imagine a physics institute that didn't want to deal with maintaining medical records for Stephan Hawking.