An occupational health evaluation is a medical examination of your employee performed by a licenced occupational health specialist. This is usually a licenced nurse or doctor with additional training in occupational health. The assessment's framework is based on the consultant responding to questions posed by the employer via a referral form. A report is generated as a result of this, which will aid the company in managing their employee in the workplace.


A report is not normally intended for treatment or diagnosis; however, it may provide an opinion when the consultant believes a situation requires further research or where it is believed the employee may benefit from a specific treatment or therapy. Occupational health is a subspecialty of medicine that focuses on the physical and mental health, as well as the total well-being, of your employees at work. An employer can provide an occupational health programme in-house or outsource it to an external occupational health provider.


The nature and scope of any occupational health programme will often be determined by the size of the company or organisation. It can be offered by a nurse who has received occupational health training and a part-time doctor, or by a variety of specialists such as physiotherapists, hygienists, psychologists, ergonomic experts, occupational therapists, or specialist occupational health workers. Many small to medium-sized businesses lack the staff size, as well as the facilities and resources, to support a dedicated in-house occupational health team. For these reasons, many smaller firms will rely on external occupational health professionals to assist their employees on an as-needed basis.



Occupational health assessments can assist employers in understanding what an employee requires to facilitate their recovery and return to work, as well as how to best avoid difficulties that could create more health or absence issues. A workplace evaluation can also be used to determine what acceptable adjustments can be made for someone with a long-term physical or mental health problem. An employer can also utilise this type of examination to determine an applicant's fitness for a certain employment role, especially if the employee demands high levels of physical and mental health to perform their duties properly.


An existing or prospective employee is not required to agree to an occupational health evaluation, but given that any refusal to cooperate is likely to raise doubts about the legitimacy of any sickness-related absence or eligibility for a post, most employees will gladly comply. The employee is also likely to gain from the advise given, both personally and professionally.


Following an occupational health evaluation, both you and the employee should be guided by the recommendations offered as to what steps should be done to facilitate their return to work or enable them to remain in work. This could include a phased return to work, modified duties, decreased working hours, or new working arrangements, as well as workplace changes.


You will need to implement an agreed-upon action plan with a reasonable timetable, especially if additional long-term changes are required to facilitate the employee's health and wellness. You should also examine the employee's progress on a regular basis and make new adjustments as needed.


Of course, an employee has the right to refuse to participate in an occupational health assessment or other health meeting at any time. This reluctance, which may be motivated by personal convictions, apprehension about disclosing medical information, or religious beliefs, should be properly documented. Employers should always do their best to gently encourage their employees to attend any recommended health meeting, but employees have the choice to refuse. 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.


Occupational health screenings come in a variety of forms 


Employee health screening can take several forms, including:

  • Pre-employment health checks: These are provided to prospective employees in order to discover any health-related difficulties that may necessitate assistance at work.
  • Every five years, everyone in England is offered a free NHS health check.
  • Health/lifestyle checks: As part of an employee assistance programme, general health checks are provided to employees.
  • Regular health exams are performed on existing workers. It may be a legal necessity if your employees have been exposed to hazardous substances at work.