An occupational health assessment is an independent medical evaluation of an employee’s health as it relates to their job. It is not a general check-up, but a specific consultation focused on the connection between a person’s health and their work tasks. The core function of this assessment is to provide an employer with impartial, expert advice. This process helps to understand how a health condition might affect an employee’s ability to perform their role and to offer guidance on how they can be supported.
The Purpose of an Occupational Health Assessment
The primary goal of an occupational health assessment is to advise employers on an employee’s fitness for work, ensuring that job duties do not negatively impact the employee’s health, and that their health does not prevent them from working safely. These assessments provide managers with clinical advice for fair and consistent decisions regarding absence management or workplace adjustments. A function is to help manage sickness absence by providing clarity on recovery timescales and facilitating a safe return to work. It is also a proactive tool for preventing work-related health problems and helps employers fulfill their legal duty of care.
Common Triggers for an Assessment
An employer may request an occupational health assessment for a number of specific reasons related to an employee’s health and job role. The most common triggers include:
- Managing sickness absence, which includes long-term sick leave (four weeks or more) or a pattern of recurring short-term absences.
- Facilitating a return-to-work plan after a significant illness or injury, ensuring the employee can come back safely.
- A noticeable change in an employee’s performance or behavior that may be linked to an underlying health problem.
- Workplace incidents or injuries that may prompt a referral to determine if the work contributed to the issue.
- Pre-employment checks to confirm a candidate’s fitness for a specific role, particularly those with high physical or mental demands.
- Statutory health surveillance programs, required by law for employees exposed to specific hazards like noise or dangerous substances.
What to Expect During the Assessment
The assessment is a confidential consultation with a qualified occupational health professional, such as a specialized doctor or nurse. It can take place face-to-face, over the phone, or via video call and lasts between 30 and 60 minutes. The format is a structured conversation, not a general medical examination, although a physical check might be performed if it’s directly relevant to the job and health condition.
The clinician will begin by explaining their role and the reason for the referral. The discussion will cover the employee’s job duties, their health condition, and how symptoms affect their ability to perform daily activities at home and at work. The professional will ask about current treatments, medications, and any support already in place.
It is a supportive dialogue, giving the employee an opportunity to explain their situation and what help they feel they need. The conversation is confidential between the employee and the clinician. At the end of the consultation, the professional will summarize the advice and recommendations they plan to include in their report to the employer, giving the employee a chance to ask questions.
The Occupational Health Report and Next Steps
Following the assessment, the occupational health clinician prepares a report for the employer. This document does not contain confidential medical details; its purpose is to provide practical, work-focused advice. The employee must give consent before the report is shared with their employer, and they have the right to see it beforehand. An employee can request corrections to factual inaccuracies but cannot change the clinician’s professional opinion.
The report will provide an opinion on the employee’s fitness for work, stating whether they are fit for their role, fit with certain adjustments, or temporarily unfit. It will include recommendations for reasonable adjustments to support the employee. These might include a phased return to work, altered hours, modified duties, or specialized equipment like an ergonomic chair.
If the employee is absent, the report will offer a timescale for their recovery and return. It may also give an opinion on whether the health condition could be considered a disability under equality legislation, which helps the employer understand their legal obligations. The employer and employee will then discuss the recommendations to agree on the best course of action.
Employee and Employer Roles
Both the employee and employer have distinct roles to ensure the process is effective. The employee’s main responsibility is to attend the scheduled appointment and engage honestly with the clinician about their health and its impact on their work. While an employee can refuse to attend an assessment, doing so may mean the employer has to make decisions about their employment without expert medical advice.
The employer’s role begins with making a clear referral that provides the clinician with relevant information and specific questions to be answered. After receiving the report, the employer must give serious consideration to the recommendations provided. While they are not legally bound to follow every suggestion, they must carefully review them and implement reasonable adjustments to support the employee and fulfill their duty of care.