One of the most often asked inquiries from our clients is, "What is an occupational health assessment?" An occupational health evaluation is a broad word that is frequently used in sickness absence management or when an employee's health is interfering with their work. We want to make this procedure as clear as possible for both companies and employees.
An independent occupational health assessment (also known as a sickness absence referral, management referral, or occupational health return to work assessment) is a consultation with a competent occupational health assessor to assess and document specific health concerns, issues, and future goals. This appointment will be conducted by a competent nurse or doctor with additional training in occupational health at a time that is convenient for both the employee and the employer, and all information exchanged during this time will be kept fully secret.
These assessments are frequently organised based on employee responses collected through workplace surveys and referral forms. Any information gathered during the meeting will be collated into a report that will be used to assist the employer in making good workplace changes. These reports are never intended to be medical records for individualised diagnosis and treatment plans, but if material is discovered that concerns the consulting nurse or doctor, they may recommend a referral for additional medical treatments or appointments.
The occupational health report will provide a comprehensive summary of the employee's present medical status as well as their future ability to return to work successfully. It should only consider the employees' fitness to return to work and not other performance issues unrelated to their health issues. All issues concerning their health must be included only with the employees' express approval. The report should include all necessary and suitable medical facts concerning this medical instance, as well as the planned interventions, so that the HR team has a comprehensive picture of the medical situation, and it should be written in simple language free of technical terminology or jargon.
Of course, an employee has the right to refuse to participate in an occupational health assessment or other health meeting at any time. This denial should be properly documented and may be due to personal convictions, fear of providing medical details, or religious reasons. Employers should always try to gently encourage their employees to attend any recommended health meeting, but keep in mind that employees have the choice to reject. However, if an employee declines, management should warn them that they would be forced to make any and all decisions about their future employment without any medical information.
When there are health difficulties at work, Occupational Health Assessments are required. Back pain and other painful or fatigue-inducing ailments are common, but there are also neurological, heart, and respiratory disorders, as well as mental health or memory concerns.
Individuals require a thorough individualised Occupational Health Assessment to assess their medical state, what symptoms they are experiencing, and what activities and postures they can and cannot undertake. The assessor should have a good grasp of the work role from both the employer and the individual. How many minutes per day the individual must spend in various postures and performing specified jobs.
With the emphasis now on returning to work, there is a risk that organisations may either fail to provide appropriately for their employees' health and welfare, risking potential punishment, or would use inappropriate or untrustworthy techniques to assist employees in returning to work safely. Occupational health specialists are uniquely positioned to assist organisations during the COVID-19 pandemic by conducting fast risk assessments to help identify an organization's needs in order to maintain continued workplace health and safety. The Society of Occupational Medicine (SOM), the CIPD, and other organisations have created a booklet for employees to help them recover from Long COVID and return to work. SOM has also created a number of return-to-work toolkits.
Individual sole practitioners who frequently give services to smaller organisations to large sophisticated companies that provide multidisciplinary support according on the client's needs are examples of commercial OH providers. The decision to use an in-house service or outsource to a commercial provider will be influenced by a variety of criteria, including the size of the organisation, the type of the work, and the location and distribution of the workforce. Employers might look for services accredited with the SEQOHS (Safe, Effective, Quality Occupational Health Service) scheme to confirm high-quality OH provision that satisfies suitable professional standards. Accreditation is available for both internal and external services. Accreditation is not necessary, and providers without SEQOHS must also deliver evidence-based care in accordance with legislation and professional standards.
If you are a civil servant and have a health problem or handicap that is hurting your well-being or ability to work, you can seek Occupational Health (OH) guidance. This specialised medical advice can assist you and your manager in collaborating to ensure you have the understanding and support you need to heal, stay well, and reach your full potential.
