Pre-Employment Health Questionnaires | Pre-Employment Medical Examinations | Disability Discrimination Act 1995

PRE-EMPLOYMENT HEALTH ASSESSMENTS

Questionnaires

We can undertake pre-employment health assessments for your organisation, whatever its size. We currently provide this service to small, medium and large multi-site businesses using a pre-employment health questionnaire which is completed by the employee and posted directly back to us for confidential assessment.  We then advise HR/line management whether the employee is fit for the job.

For more information about pre-employment health questionnaires, click here

Examinations

Pre-employment medical examinations can also be arranged if, after reviewing the pre-employment health questionnaire, it is determined that an examination is needed to determine fitness for work, or upon the request of the employer. These examinations can be undertaken at one of our clinic locations, or otherwise by individual arrangement.

For more information about pre-employment medical examinations, click here

Assessments Outside the UK

We can also arrange pre-employment health assessments (either through the use of a questionnaire or an examination) for employees outside the UK.

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Pre-Employment Health Questionnaires

The pre-employment health questionnaire [PEHQ] is a cost-effective way of assessing fitness for work for a given job without the need for an examination.

When reviewing a PEHQ, an occupational health professional compares the personal health information provided by the candidate with the demands/health risks of the job. This enables the occupational health professional to determine, in keeping with the Disability Discrimination Act 1995, whether the candidate is physically and psychologically fit for the job. For more information about the Disability Discrimination Act, please click here.

As its purpose is to assess fitness, the design of the questionnaire is crucial. The questions need to be able to identify a candidate’s personal health history so this can then be assessed in relation to the health risks of the job. (For example, in the case of a job requiring extensive travel, it would be important to be aware of any underlying fear of flying or anxiety/stress in relation to absence from home and family).

We can help amend or develop a pre-employment health questionnaire for your organisation to ensure that it is an effective tool by which to determine fitness for the job. For further information, please contact us.

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Pre-Employment Medical Examinations

Pre-employment medical examinations are not cost effective for all employees. As a rule, they should only be routinely undertaken for the following groups:

Employees in occupations that are ‘safety critical’ and where an examination is a statutory equirement

           In these cases (e.g. PCV drivers, fork lift truck drivers), it is vital to ensure that:

		the employee does not pose a safety risk to themselves or others;
		the candidate meets specified and justified standards of physical or mental health that are required for the work they will be conducting;
		baseline medical information is provided for future health surveillance purposes.

Senior Management

           Prior to engagement, an occupational physician needs to:

		assess whether the candidate is fit to meet the demands of the position, thereby protecting the organisation’s investment;
		obtain information to determine eligibility for pension/life insurance schemes;
		obtain a baseline on employees’ health status
		provide employees with information on what occupational health services can offer them in terms of maintaining and improving their physical and mental wellbeing.

For those employees who do not fall into these categories, fitness for work can be assessed through the use of a self-administered pre-employment health questionnaire: click to review. here

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Disability Discrimination Act 1995

Under the Disability Discrimination Act 1995 [DDA], it is unlawful to discriminate against a disabled person in employment in the areas of:

Recruitment and retention of employees;

Promotions and transfers;

Training and development;

The dismissal process;

Access to benefits provided by the employer.

Employers are obligated to provide any necessary reasonable adjustments for disabled employees and applicants.

An occupational health professional can provide the advice and assistance your organisation may require for it to comply with the DDA by:

	determining an employee’s ability (functional capacity) to carry out the essential tasks of their job, while considering any potential risks to the individual or others;
	offering management advice on reasonable adjustments that may overcome a functional difficulty or reduce/avoid risk. This advice is important at both the pre-employment stage and prior to any decision being made to terminate an employee as a result of their disability.

If a case does go to Tribunal, your organisation would have a strong defence if it has sought the advice and assistance of a competent occupational health professional to determine whether an employee’s or potential candidate’s disability could be reasonably accommodated.

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