Businesses sometimes find themselves needing occupational health (OH) advice, for example, when managing sickness absence. If your business is one of the many that doesn’t have an ongoing relationship with an occupational health (OH) provider, you’re likely to have many questions if you need OH support.
To save you time and effort, we take a look at some common questions below to help you be prepared.
- When might my business need OH advice?
- How does it work?
- What if the employee refuses to consent to an occupational health referral?
- How do I find a provider, and what is the cost?
- If I have an employee who is absent due to sickness or may need reasonable adjustments, what should my first step be?
When might my business need OH advice?
There are a variety of situations where a business might need OH advice; three of the most common are:
- Managing short-term frequent absences where there is a genuine ill health issue or uncertainty around this
- Managing long-term sickness absence, as up-to-date medical advice is a key part of a fair and appropriate process
- Making reasonable adjustments for an employee who has a disability
Whether advice from OH is required will depend in part on the situation, for example, a medical report from the employee’s GP / consultant, etc, may provide the information required.
That said, we are increasingly finding that when it comes to questions around making adjustments to support an employee at work or to return to work, GPs aren’t always providing detailed information, are sometimes ‘unable to comment’ or are recommending seeking OH advice. If you think you may need medical advice in relation to an employee in your business, contact us for advice on your situation before acting.
How does it work?
Briefly, in outline, before engaging occupational health, employers should explain the reasons for the referral and seek the consent of the employee. Once the referral to occupational health has been made, the specialist will conduct their assessment and produce a report. Once this is received, you will need to consider the content and any recommendations made and usually meet with the employee to discuss the report and, where appropriate, next steps.
What if the employee refuses to consent to an occupational health referral?
Sometimes employees can be concerned about such a referral, for example, if they are worried that their whole medical history may be scrutinised, including non-relevant, highly personal matters, which can make them reluctant to agree. In many cases, explaining to the employee the reasons for the referral and its scope can provide the reassurance needed to obtain consent. If your employee is expressing concerns about an occupational health referral or has refused consent, please get in touch for specific advice.
How do I find an OH provider, and what is the cost?
There are different ways you can find a provider. Unsurprisingly, many businesses start by searching online, and this can be a useful first step. However you choose to find a provider, it’s important to make sure they are suitable. In terms of cost, this will depend on the provider, so it’s important that you are clear on the fee(s).
Understandably, businesses will be reluctant to incur ‘additional costs’, but it’s important to bear in mind that if OH advice is appropriate/necessary in relation to the situation your business is dealing with, it’s likely to be money well spent. It can help you to act appropriately and avoid issues later on, such as employment tribunal complaints (e.g discrimination arising from disability if the employee is a disabled person).
If I have an employee who is absent due to sickness or may need reasonable adjustments, what should my first step be?
These situations can be tricky for businesses, so your first step should be to get in touch with us for advice tailored to your situation. Remember, we can support you not only with guidance but also with correspondence with your employee. Amongst other things, we have letters available to support you in seeking an employee’s permission for an occupational health referral / GP report and information for employees needed under the Access to Medical Records Act.
If you have an HR matter your business needs help with, please don’t hesitate to get in touch.