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Services

occupational health

Pre-Placement Screening

Pre-placement health screening can collect relevant health information about a prospective new employee and assist in the following ways:

Medical Capability

Medical Capability

Medical Capability

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.

Adjustments

Medical Capability

Medical Capability

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.

Risks

Medical Capability

Risks

3. Ensure that none of the duties of the job will adversely affect any pre-existing health conditions the candidate has declared.

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Pre-Placement Health Screening by Questionnaire

The employee completes a form via our online portal and depending on the responses, we may schedule a follow-up telephone assessment by a qualified health professional. It is an extremely cost-effective and timely method in gauging the health of prospective employees.

In Person Pre-Placement Health Screening

In Person Pre-Placement Health Screening

In Person Pre-Placement 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. We can provide an in-person assessment by a qualified health professional who will then provide a written report with recommendations.  

In Person Pre-Placement Health Screening

In Person Pre-Placement Health Screening

We would generally only recommend this where 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.

BOOK PRE-PLACEMENT HEALTH SCREENING

Management Referral

You may need to consider referring an employee for occupational health advice if:

  • An employee has been absent for a significant period or is likely to be absent for greater than four weeks;
  • There is a pattern or record of repeated short-term sickness absence;
  • Concerns have been raised that a medical issue is impairing the employee’s ability to work;

Wherever possible, we would seek to construct a path for a return to work or to full potential but ultimately it is for the employer to decide. We can support your decision on how to manage the individual case by providing the following information:


  • Fitness for role;
  • Advice on workplace adjustments;
  • Holistic health advice to ensure optimum management of their health.


This list is not exhaustive.


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.

occupational health

Employer’s Responsibilities

As an employer, your responsibilities are to:


  • Ensure that the employee is made aware of reasons for the referral;
  • Provide our Health Professional with relevant documentation such as sickness absence records, statement(s) for fitness to work and GP or hospital letters.

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 that is designed to help provide sufficient information and specify the type of advice you are seeking when making a referral.


If an employee cannot attend a face to face appointment 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 Consultant. 

occupational health

Reports

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 workplace 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 whether the disability criteria within the Equality Act (2010) applies; although ultimately this is a legal rather than a medical decision.  
  • The need for further investigation, or whether there is a benefit in applying for a medical report from the treating clinician.
  • The potential for an individual to maintain a good attendance record.
  • If appropriate, we will comment on the suitability for Ill Health Retirement.

BOOK MANAGEMENT REFERRAL
occupational health

Health Surveillance

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. 


Our health surveillance service monitors whether, after the control measures are in place, there is a residual effect on your employee’s health. We work with you to ensure compliance with health and safety legislation.

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 and guidance on the holistic management of their health e.g. smoking cessation.

BOOK HEALTH SURVEILLANCE
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Prestige OH Ltd, Company No: 08746352

Registered address; 17 Pennine Parade, Pennine Drive, London, NW2 1NT (not for administrative purposes)

Administrative Address; CAMBS, UK

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