In return for a professional fee, we will give you information enabling you to make decisions about an employee’s health-related problems and help you comply with legislation.
Although we will always try to be as helpful as possible, we can only answer the questions you have asked us in your referral.
We always try to make our reports as detailed and comprehensive as possible, and (if asked in the referral) we will provide comments on the following:
- whether we think an individual is fit for the role outlined to us
- whether an underlying health condition is present or not
- when an employer may expect an employee to return to work
- recommendations regarding adjustments if we think the Equality Act may apply
- suggestions for rehabilitation programmes
Occupational health clinicians are bound by medical confidentiality, as in all types of medical practice.
All medical information employees give us is confidential and can only be given to a third party, including the employer, when the employee gives permission for this. For further information on employee rights and the assessment process, read our page about what happens at an occupational health assessment. It provides an outline of what employees can expect as well as the different types of occupational health appointments available.
Similarly, our records about employees are held securely and in confidence. Confidentiality and trust are essential to successful health management; employees may withhold information from occupational health, which, although it might not be directly related to their job, may influence the nature of our advice and, thus, a rapid return to full function.
The duty imposed on us by the GMC to obtain informed consent means that we must let an employee know the occupational health professional’s opinion concerning their work capacity or capability. This is often done during the assessment. We are obliged to provide a copy of our report to the employee before it is released to your business.
The employee can see any information, including the referral form you provide to us, and can also insist upon factual changes to any report before it is sent to your business. A supplementary report may be written if additional information or clarification is required following receipt of the Occupational Health report. However, this supplementary report must be sent to the employee before releasing it to you to ensure transparency for all parties. Employees cannot change the opinion of the OH practitioner if they disagree with it.
Supporting an open approach and the need for informed consent, we think you will likely get the best results by consulting with and involving the employee closely with any referral to occupational health.
For anything other than routine medicals, it is essential to advise the employee what issues are being raised before they are sent for an occupational health assessment.
Our primary service is the occupational health assessment. This in-depth evaluation is aimed at understanding an employee’s health in relation to their specific job role.
- Job-Specific Evaluations: The assessments are tailored to understand the specific demands and challenges of particular job roles.
- Recommendations and Follow-Ups: Post-assessment, there’s usually a set of recommendations. These could range from medical treatments and mental health therapy to workplace adjustments or even a change in job roles in extreme cases.