Occupational Health Assessment Guide

What is an Occupational Health Assessment?

When employees experience difficulties with mental and physical health, it can affect their performance at work. They may struggle to complete tasks, engage in work activities, or attend meetings. If this isn’t recognised, others can assume they’re not working hard enough. 

According to the HSE, over 1.5 million workers in Britain are suffering from work-related ill health. And more than 40% of these experience stress, depression, or anxiety. So what is an occupational health assessment and how can it support these workers? 

Occupational health assessments are confidential evaluations of an individual’s health status in relation to their work. They help employers understand an employee’s work situation and what they may need to feel better, to do their job, or return to work. They also help to prevent long-term issues like chronic stress, burnout, and disease. A qualified occupational health clinician will conduct an assessment and recommend appropriate support and interventions. 

An occupational health assessment is different from a Workplace Needs Assessment. A Workplace Needs Assessment helps the 16 million people in the UK with a disability or neurodivergence only. Through a Workplace Needs Assessment, individuals with disabilities can apply for funding from the government’s Access to Work scheme. 

Do All Organisations Have an Occupational Health Policy?

All employers have a legal responsibility to prevent physical and mental ill health in workers that occur as a result of business activities. They must provide safe working conditions and healthy environments for their staff. This comes under the banner of Health and Safety, and conducting health and safety risk assessments can assist with deciding on the best course of action. 

It is a legal obligation for companies with more than 5 employees to draw up a health and safety policy. Such a policy will include health and safety measures and risk assessments. This is different from an occupational health assessment, which should outline the types of support available for staff who are ill or unable to work. It should include a procedure for monitoring and checking health and safety efficacy and identifying any reasonable adjustments or other interventions to help someone get back into or stay in work. 

Of course, not all organisations will have an occupational health policy. But they must legally have a health and safety policy if they have more than 5 staff. 

What to Expect in an Occupational Health Assessment?

An occupational health assessment can take place either in person or through a video consultation. They may last up to an hour, depending on the reasons that brought someone to an assessment. An occupational health clinician will usually review the following: 

• Responsibilities, duties, tasks, and activities of the individual
• Current occupational health status – physical mental health
• Working environments and work arrangements
• Feelings and thoughts relating to work and/or returning to work

In some cases, assessors may need consent to access a Doctor’s report or extra information. 

At the end of the consultation, the clinician will explain the advice and recommendations they make. They may also outline the risks of not acting on their recommendations. And the types of recommendations they offer may include:  

• Reduced hours, reduced workload, extended leave, or a phased return to work
• Therapeutic support such as physiotherapy or psychotherapy 
• Workplace adaptations and physical adjustments to work environments
• Specific supportive interventions such as Assistive Technology or workplace buddies
• Whether they need a referral for a Work Capability Assessment to access funding through LCWRA

Can Staff Members Refuse an Occupational Health Assessment?

How is an Occupational Health Assessment Used?

If you’re wondering what is an occupational health assessment used for, it’s worth noting that mental health issues will affect around 50% of the world’s population during their lifetime. With so many people dealing with issues like PTSD, OCD, and depression, getting an occupational health assessment is a key way to address these concerns and tackle them before problems become more severe. 

Occupational health practitioners understand equality and employment law. And they’ll review both the interests of the employer and employee before making recommendations. Their reports will include advice to employers on how to help staff manage or improve their health condition and the next steps for individuals. 

In general, an occupational health report is useful in the following situations: 

• Fitness for work: Employers can use an occupational health assessment to get advice on whether a staff member is fit for work or when they can expect them to be. 
• Reasonable adjustments: An occupational health assessment is useful for helping employers make adjustments or adaptations that help individuals. But they can also support people with neurodivergence and disabilities. 
• Background contexts: GPs tend to issue fit notes or sign off individuals for medical reasons. But there could be other issues employers need to be aware of. Things like caring duties, bereavement, or financial concerns could all be factors influencing mental health. 
• Addressing specific medical issues: Employers may be able to support staff in more appropriate ways when they understand the intricacies of a medical condition and how they could impact a job role.  
• Reviewing intersectionality: Individuals with intersectionality can experience complications that may need closer inspection. For instance, someone could have ADHD, and hearing loss, for example, and experience depression. In these cases, an occupational health assessment can highlight other interventions employers may need to provide such as Assistive Technology.