Occ Health

Pre-placement Assessments

Oil and GasPre-employment health screening can collect relevant health information about a prospective new employee and assist in the following ways:

  1. Assess the candidate’s medical capability to do the job for which they have applied: this will include assessing whether there are any health and safety or legal reasons why an individual may not carry out particular work.
  2. Determine whether any reasonable adjustments or auxiliary aids may be required to accommodate any disability or impairment which a candidate has declared: adjustments may include physical adaptations, or adjustments to working arrangements such as hours.
  3. Ensure that none of the duties of the job will adversely affect any pre-existing health conditions the candidate has declared.

This assessment can be undertaken in the following ways:

Pre-Employment Health Screening by questionnaire

The employee completes a form and depending on the responses, we schedule a follow-up telephone assessment by a qualified health professional. This format is very suitable for many if not most working environments including most office-based companies, smaller or larger companies without regular OH cover or for organisations with a widely distributed workforce (i.e. service engineers). It is an extremely cost effective and timely method in gauging the health of prospective employees.

In Person Pre-Employment Health Screening

Every employer has a duty of care to ensure that a prospective or existing employee’s health is not at risk as a result of their employment role and to make any reasonable adjustments as per the disability provisions of the Equality Act 2010. Pre-existing health conditions at the start of employment should not be made worse or aggravated by the requirements of the role the person is employed for. We can provide an in person assessment by a qualified health professional who will then provide a written report with recommendations.

We would generally only recommend this were there are specific concerns about the requirements of the role or the ability of the prospective employee to fulfil. This might also occur as a result of a remote screen.

In order to satisfy the requirements of the Equality Act 2010, the administration of pre employment screening procedures should only take place after a job offer is made.

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Return to Work assessments

After a person has been absent from work due to illness, especially when the person has been absent over a prolonged period of time, employers may choose to ask the person to attend a Return to Work Assessment. This occupational health assessment is conducted by one of our Doctors.

In addition, getting advice on the effect that work might have on a person’s health and, conversely, the effect that a person’s health issues might be having on their ability to work, is particularly important when employees are returning to work after sickness absence.

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Management referral / Occupational Health Assessment

Where an employee has been absent for a significant period or for repeated short periods or there is a concern that a medical issue is impairing the employee’s ability to work, you as an employer may need support to manage the situation in a fair and consistent manner.

As an employer, you may choose to refer an employee for an assessment by one of our occupational health doctors. Where ever possible, we would seek to construct a path for a return to work or to full potential but if necessary, we can support decisions including

  • Role incapability
  • Early ill health retirement
  • Permanent health insurance eligibility

Following referral, our triage team will decide the most appropriate clinical path to take and our process will produce a report to management containing an independent diagnosis, prognosis and appropriate recommendations pertaining to the employee’s fitness for their role.

Employer’s Responsibilities:

  • Ensure that the employee is made aware of reasons for referral to OHS
  • Provide our Health Professional with relevant documentation

It is best practice to make referrals to occupational health specialists with the full knowledge of the employee concerned, encouraging open exchanges of information.

It is important that the occupational health adviser is made aware of all relevant facts about a case to ensure that objective advice is given, based on a full understanding of the issues of concern to the referring manager. We use a standard form which is designed to help provide sufficient information and specify the type of advice they are seeking when making a referral.
On receipt of a referral form, the OHS will determine the most appropriate referral route. This may include one or more of the following:

  • Referral to an occupational health medical adviser (OP)
  • Referral to an occupational health nurse adviser (OHA)
  • Application to the employee’s treating physician or specialist for a medical report.

If an employee cannot attend the OHS because of poor health, we may ask the employer to obtain consent for us to obtain a medical report from the employee’s GP or Hospital Doctor. Any such request should be made in line with the requirements of the Access to Medical Reports Act 1988, using theSummary of Principal Rights under the Act and Consent Form The employee should be made aware of the reason for the request for consent in the same way as they would be made aware of the reasons for referral to Occupational Health. The signed consent form should be sent to us along with the completed referral form.


Advice given to the manager will not normally contain confidential medical detail, but is concerned with matters of employment and fitness and may include:

    • The identification of a health problem that may impact on an individual’s work.
    • The potential effects of the problem on current and future performance or attendance.
    • Adjustments to the work place or tasks that would assist in maintaining health and reducing the adverse effects of the health problem on attendance and performance.
    • Whether the advised adjustments are temporary or permanent.
    • Timescales for expected improvement.
    • Opinion on the implications of the Equality Act 2010.
    • The need for further investigation or medical report from treating doctor
    • The potential for an individual to maintain a good attendance record, and if appropriate, suitability for Ill Health Retirement

  • Proposals for case management or rehabilitation programme where appropriate.
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Health Surveillance

Waterloo Health Clinic helps organisations meet their statutory obligations to identify work related ill-health. We can perform periodic health checks on staff who work:

  • With power tools or in noisy environments
  • With hazardous chemicals.

In ensuring your compliance with health and safety legislation, employers are obliged to provide a safe working environment for their employees. In some businesses, it is not possible to eliminate or substitute a risk, personal protective equipment (PPE) is the next line of defence. Our Health surveillance service monitors the effectiveness of the PPE and any other engineering controls that are already in place.

Our health surveillance is bespoke for each organisation and tailored to the circumstances and risks of each role. There is no value to you or the employee in us monitoring a risk to which they are not exposed.

Summary reports and analysis will be provided to management to enable improvements to be made and to ensure compliance to legislative requirements. Where appropriate, we will assist with corrective remedies and adjustments to policy.

As you would expect, each individual will receive confidential feedback on the results of their health surveillance.

Our Health Surveillance service will ensure you are compliant with UK Health and Safety legislation and fulfil your duty to ensure your staff stay healthy .

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