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We provide a full spectrum occupational health service delivering a full range of services to support employers to maintain a healthy and productive workforce, reduce unnecessary absenteeism, and ensure a safe and healthy working environment.
A process conducted to assess the health and fitness of prospective employees before they start a new role.
Determine Fitness for the Job: Ensuring that a candidate is physically and mentally capable of performing the job duties without risk to their own health or safety and that of others.
Identify Pre-Existing Conditions: Recognize any existing medical conditions that could be exacerbated by the job or that might require accommodations.
Establish a Health Baseline: Create a baseline health record that can be used for future health assessments and comparisons.
Reduce Workplace Risks: Prevent the introduction of health risks into the workplace by ensuring that employees are fit for their roles from the start and that employers are complaint with the requirements of the Equality Act 2010.
A systematic approach to monitoring the health of employees exposed to specific health risks in the workplace.
Detect Early Signs of Work-Related Illnesses: Identify early indicators of adverse health effects or disease before they become serious or irreversible.
Protect Employee Health: Ensure that preventive measures are effective and that employees are not adversely affected by their work environment.
Comply with Legal Requirements: Meet regulatory standards and guidelines for workplace safety and health.
Improve Workplace Safety: Gather data to help improve workplace practices and reduce the risk of future health problems, for example hand arm vibration syndrome (HAVS).
Health surveillance activities can include regular medical examinations, biological monitoring, and health questionnaires tailored to the specific hazards present in the workplace. This process is crucial for occupations involving exposure to hazards such as noise vibration, chemicals, dust, radiation, or other potentially harmful agents.
By identifying health issues early, health surveillance helps to maintain a healthier workforce, reduce avoidable ill health absenteeism, and enhance overall productivity and wellbeing.
Management referrals enable an occupational health professional to assess an employee’s health and its impact on their work. These referrals are typically made when there are concerns about an employee’s health, attendance, or performance. After consultation with the employee, we are able to provide expert advice on managing the situation effectively and ensuring that the employee receives the appropriate support.
The primary aim of the process is to understand how the employee’s health condition affects their ability to perform their job and to identify any potential adjustments or support which can then be considered by their employer.
The process involves an occupational health professional conducting a thorough assessment, in person or remotely, which may include a medical history review, a physical examination, and sometimes further tests.
Following their consultation, a detailed report is provided to the employer, offering recommendations on how to support the employee, recommendations for potential adjustments, and an opinion on their fitness for work.
Informed Decisions: Employers receive expert guidance on managing health-related issues in the workplace.
Employee Support: Employees get access to appropriate medical advice and support to help them return to or maintain their work role.
Compliance: Helps ensure compliance with legal obligations under health and safety, disability discrimination, and employment laws.
Workplace Productivity: It allows health-related performance issues to be addressed, contributing to improved productivity and reduced absenteeism.
Common Scenarios where Management referral might be useful include:
Frequent or Long-Term Sickness Absence: To understand the reasons for absences and how to support the employee’s return to work.
Health Impact on Performance: When an employee’s health is affecting their job performance.
Work-Related Health Concerns: Assessing conditions that might be caused or exacerbated by the work environment.
Fitness for Work Assessments: Determining if an employee is fit to return to work after a period of illness or injury.
Effective use of management referrals allows an employer to proactively address health-related issues, supporting both the wellbeing of employees and the operational needs of the business.
Ill health retirement in occupational health refers to the process where an employee retires earlier than their normal pension age due to a medical condition or disability that significantly impairs their ability to perform their work duties. This type of retirement is typically considered when it is clear that the employee’s health issues are long-term or permanent, making it impossible for them to continue working in any capacity that is commensurate with their skills and experience.
Medical Assessment: The process usually begins with a thorough medical assessment by an occupational health professional to determine the extent and impact of the employee’s health condition.
Eligibility Criteria: Employers and pension schemes often have specific criteria that must be met for an employee to qualify for ill health retirement. This includes evidence that the employee’s condition is severe and unlikely to improve enough to allow them to return to work.
Pension Benefits: Employees who retire due to ill health may be entitled to receive their pension benefits early. The terms and conditions of these benefits vary depending on the organisation’s pension scheme rules and often require an eligibility assessment by occupational health professionals.
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UPMED OCCUPATIONAL HEALTH LTD - Registered Office: The Lodge, Brooks Hill, Saltash, England, PL12 6BP. Registered Number: 15703506. Registered in England & Wales.