Occupational health at work

As an employer, you have a legal duty to protect the health, safety, and welfare of your employees. And that includes their physical and mental wellbeing.

One way to meet this responsibility is through occupational health assessments. But what exactly are they? When should they be used? And what are the rules around managing occupational health at work?

So, let’s break down the essentials of occupational health for employees, so you can stay compliant, support your staff, and keep your business running smoothly.

What is occupational health?

Occupational health refers to services and practices that focus on the physical and mental wellbeing of employees in the workplace.

The goal is to prevent work-related illness and injury, support employees with health conditions, and help people stay in or return to work safely.

Occupational health services can include:

• Health surveillance (hearing tests, lung function tests)

• Return-to-work planning

• Workplace risk assessments

• Mental health support

• Advice on reasonable adjustments under the Equality Act 2010

What is an occupational health assessment?

An occupational health assessment is a confidential medical review carried out by a qualified occupational health professional. It’s typically used to:

• Assess whether an employee is fit to work

• Understand the impact of a health condition on their job

• Recommend workplace adjustments

• Provide guidance on absence management

These assessments don’t involve treatment. Instead, they provide objective, expert advice to help you make informed decisions about managing health at work.

When should you use an occupational health assessment?

There’s no one-size-fits-all rule, but common situations include:

• After repeated or long-term sickness absence

• When an employee returns to work after a serious illness or injury

• If there are concerns about mental health or stress at work

• When an employee is struggling to carry out their duties due to health issues

• To determine fitness for a specific task (e.g. working at height, operating machinery)

In some industries (construction, manufacturing, or healthcare), occupational health checks may also be legally required due to exposure to specific risks such as noise, chemicals, or radiation.

Do you need employee consent for an occupational health assessment?

Yes. Employee consent is a must for any occupational health referral or assessment. The process is confidential and governed by medical ethics and data protection laws (including GDPR).

Your employee must agree to:

• Attend the assessment

• Share the occupational health report with you their employer

You can’t force an employee to undergo an assessment, but you can explain why it’s important and how it could help them return to work or stay in work safely.

What can you expect in the occupational health report?

An occupational health report will usually cover:

• Whether the employee is fit for work

• Any limitations or adjustments needed

• An expected timescale for return (if absent)

• Whether the condition is likely to be considered a disability under the Equality Act

• Recommendations for supporting the employee

The report won’t include sensitive medical details unless the employee agrees. You’ll receive clear, practical advice to help you meet your legal obligations and support your team effectively.

What are the legal responsibilities for occupational health?

Here’s what the law says about occupational health at work:

• The Health and  Safety at Work Act 1974 requires you to protect your employees’ health and safety.

• The Equality Act 2010 requires you to make reasonable adjustments for employees with disabilities.

• Management of Health and Safety at Work Regulations 1999, states you must assess risks to health and implement appropriate controls.

• Data Protection Act 2018 (and UK GDPR) states any health information must be processed lawfully, fairly, and transparently.

While not all employers are legally required to offer occupational health services, doing so can protect your business from legal risks, support employee wellbeing, and reduce absenteeism.

Supporting occupational health for employees

Occupational health isn’t just about ticking boxes, it’s about creating a safer, healthier workplace where your staff can thrive. Here are some tips to make it work for your business:

• Have a clear absence management policy that includes occupational health referrals

• Communicate openly with employees about the purpose and benefits of assessments

• Choose reputable occupational health providers with registered clinicians

• Act on the recommendations provided, and document your response

• Keep all health-related information confidential and secure

Get help with occupational health from BrightHR

Whether you’re running a small business or managing a large workforce, occupational health at work is a valuable tool for supporting employees and staying compliant. By using occupational health assessments appropriately, you can safeguard your team, boost productivity, and protect your organisation from legal risks.

If you need help navigating occupational health for employees, BrightHR provides 24/7 expert employment law advice, health & safety advice, and practical tools to help you manage workplace health and safety with confidence.