Pre-employment health screening can collect relevant health information about a prospective new employee and assist in the following ways:
- 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.
- 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.
- Ensure that none of the duties of the job will adversely affect any pre-existing health conditions the candidate has declared.
This assessment can be undertaken in the following ways:
Pre-Employment Health Screening by questionnaire
The employee completes a form and depending on the responses, we schedule a follow-up telephone assessment by a qualified health professional. This format is very suitable for many if not most working environments including most office-based companies, smaller or larger companies without regular OH cover or for organisations with a widely distributed workforce (i.e. service engineers). It is an extremely cost effective and timely method in gauging the health of prospective employees.
In Person Pre-Employment 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 the person is employed for. We can provide an in person assessment by a qualified health professional who will then provide a written report with recommendations.
We would generally only recommend this were 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.
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