Frequently Asked Questions
OccDoc Pre-Placement Assessment
To ensure you are medically fit for the job and to assess any workplace adjustments needed. This is necessary to comply with both Employment and Health & Safety legislation
Your employer makes the final decision on all matters related to employment.
It depends on the role & company specific requirement but may include medical history review, physical examination, vision and hearing tests, lung function testing , sub maximal exercise testing and drug/alcohol screening.
If tests reveal a significant finding, the occupational health practitioner will provide you with a copy of the relevant results and advise you on the importance of following up with your own healthcare provider.
If further investigations are needed to determine whether the initial findings affect your fitness for work, you will be responsible for arranging them with your healthcare provider and submitting the results to Occupational Health. Until then, your fitness status will be on hold, and your employer will be informed that “further information is required.” The decision on whether to proceed with the employment offer rests with the prospective employer.
To maintain a safe working environment for you and others while also identifying any necessary workplace accommodations. Additionally, this is required to comply with Employment and Health & Safety legislation.
It may impact your employment, and failing to disclose relevant information could result in disciplinary action. Additionally, you could be putting yourself and others at risk, with potential implications for insurance coverage
To ensure workplace safety, especially in safety-critical roles, as required by law or company policy.
The consequences of a positive test result, refusal to consent, or refusal to share test results will depend on the company’s policies and procedures. It is important to note that drug tests can remain positive for an extended period, so you should refrain from drug use at all times.
This is usually covered by the candidate/employee.
Management Referral Programme (Independent OH Advisory Services)
Your employer has the ultimate authority to make decisions based on the report, including determining what is considered “reasonable” or “reasonably practicable.” However, OccDoc practitioners often promote a collaborative approach, encouraging engagement with the employee, Human Resources, Health & Safety, Occupational Health, and Legal teams in the
decision-making process.
To provide an independent medical opinion regarding your fitness for work and any necessary adjustments.
It may include medical findings, fitness for work status, and recommended workplace adjustments.
Further details is available on OccDoc’s website & brochure.
A digital copy of the report is emailed to both the employee and employer after each consultation. No pre-approval from either party is required.
Any amendments to factual information will be issued as an addendum to both the employee and employer.
The occupational health practitioner is professionally and ethically obligated to provide an independent opinion, and any requests to alter their professional judgment will be declined.
This is usually covered by the employee, and it would be the employee ‘s responsibility to submit the information in a timely manner.
The occupational health practitioner is professionally and ethically required to provide an independent opinion. It is important to note that they are specifically trained in fitness for work and have knowledge of the workplace, which may not be the case for an employee’s
personal doctor. As a result, their opinions may differ.
You may submit additional relevant medical evidence for Occupational Health to review. However, please note that Occupational Health does not require or request a treating practitioner’s opinion on fitness for work. Instead, the necessary information includes details related to diagnosis, investigation results, treatment plans, and prognosis.
If differing opinions persist, it is ultimately the employer’s decision on which opinion to
consider.
It is not uncommon for employers to prioritize Occupational Health’s opinion, as these specialists are experts in workplace health and are engaged specifically for their expertise. Further reviews may also be arranged if needed.
Employers may require attendance as part of employment terms, with the consequences of non-attendance outlined in relevant policies or procedures. It is advisable to check directly with your employer for clarification.
In some cases, if attendance is declined, the employer may choose to proceed without seeking independent advice from Occupational Health.
Yes, employers can make employment decisions even while an employee is on sick leave. Occupational health referrals are often made to gather information on the expected duration of absence and explore possible work adjustments to comply with Employment and Health & Safety legislation. This information is essential for service continuity planning.
A common misconception is that fair dismissal cannot occur during sick leave—this is not true. It is important for both employees and managers to be familiar with their company’s attendance management policy and contractual obligations.
OccDoc Health Surveillance
As per legal requirements, typically for 40 years after last exposure.
To monitor and protect employees exposed to workplace health risks. There is a statutory requirement to make health surveillance available to workers based on risk assessment.
Further detailed information is available on OccDoc’s website.
Yes, you can request a copy.
Only work-related health findings relevant to job safety are shared.
You will be informed of the findings, provided with medical advice regarding health protection, and advised on the need for follow-up with a treating healthcare practitioner. In some cases, tests may need to be repeated, or a referral to a specialist may be required.
Your employer will be notified of your fitness for work, and recommendations for workplace adjustments may be provided if necessary.
OccDoc Periodic Fitness for Duty Programme
You may be temporarily removed from duty, and further assessment or adjustments may be
considered.
To ensure you remain fit for work, especially in safety-critical roles.
Driving at work is subject to additional legal and employer-specific medical fitness requirements.
It may impact your employment, and failing to disclose relevant information could result in disciplinary action. Additionally, you could be putting yourself and others at risk, with potential implications for insurance coverage.
OccDoc Biological Monitoring
It is conducted to assess exposure to hazardous substances in the workplace. It is an integral part of the health surveillance program, ensuring that workplace controls are effective in minimizing risks and maintaining a safe working environment.
Only work-related findings relevant to health and safety.
Yes, you can request them.
You will be informed of the findings, provided with medical advice regarding health protection, and advised on the need for follow-up with a treating healthcare practitioner. In some cases, tests may need to be repeated, or a referral to a specialist may be required.
Your employer will be notified of your fitness for work, and recommendations for workplace adjustments may be provided if necessary.
OccDoc Exit Medical Programme
To document your health status at the end of employment. This is usually in the context of being enrolled in a health surveillance programme.
Yes, upon request and in line with data protection laws.
You may be advised to seek ongoing medical care with your GP or specialist.
OccDoc Occupational Vaccination Programme
To protect employees from occupational health risks through vaccinations.
You may be at increased risk, and some roles may require vaccination as a condition of work.
You may not have full protection, and further doses may be recommended.
For some vaccines, a blood test may be needed to confirm immunity.
General Practitioner Injury Triage Assessment
Employers who choose this service will grant employees access to a same-day assessment with a general practitioner, potentially leading to an earlier appointment. Initially, a telephone triage will be conducted to assess whether hospital care would be a more appropriate course of action.
Further details is available on OccDoc’s website & brochure .
You may be able to, depending on the service agreement.
General Practitioner Family Services
A private GP service providing medical care for employees and their families, with cost coverage dependent on the terms of the service agreement.