Statutory examinations are those which are required to provide
surveillance for employees whose work places them in an “at risk” category.
For example, the Noise at Work regulations impose upon employers the
obligation to measure ambient noise in the workplace, and provide “controls”
for employees whose work places them in locations were ambient noise is
above the action line.
Other statutory examinations include surveillance of the skin (for employees
whose work brings them into contact with skin toxic substances such as
machine oil), and hand arm vibration syndrome (HAVS) for employees whose
work brings them into contact with vibrating tools.
Risk reduction arises where an employer seeks to ensure that an
employee is fit to undertake their work, or to keep them safe while doing
so. For example, workers in North Sea oilrigs, underground workers in Local
Authorities, or workers in health or social care whose work brings them into
contact with hepatitis B virus.
In all of these cases, an employer may wish to demonstrate that they have
reduced the risk for their employees by making assessments of, respectively,
overall fitness, respiratory fitness for using breathing apparatus, and the
provision of hepatitis B vaccine.
HR processes often require occupational health support. For example,
a company’s policies designed to address employees with a poor attendance
record, or who are absent on long-term sickness may (indeed should) require
medical evidence. Such employees can receive a medical examination, from
which a report for the HR consultant contributes to a plan of management.
This area would also include pre-employment assessment.
Employers may need assistance in considering the Disability Discrimination
Act, which places upon employers an obligation to identify employees who may
be disabled (and the definition is very wide) and to make “reasonable
adjustments” in the workplace to accommodate them.
Health promotion in the workplace is becoming more common, though is
still a minority activity. Making an assessment of the employee’s general
fitness, and offering intervention when risk factors are identified makes a
positive contribution to the health in the workplace, to the satisfaction of
employees, and to their productivity. Such services are usually nurse
delivered. In addition, there may be specific issues which an employee are
wishes to address, such as smoking cessation, or the management of
occupational stress.
Classification of Occupational Health Services
What can the Health Station provide?
We wish to become a valued friend and colleague to your business, someone to
whom you can turn to for advice when problems arise.
