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Occupational HealthPolicy Writers
What are Disaster RecoveryOccupational Health
Occupational health policies outline how organisations protect and promote the physical and mental health of employees in the workplace.
A clear policy ensures that health risks are identified and managed, employees are supported with appropriate interventions, and the organisation complies with legal requirements to provide a safe and healthy working environment.
What Do Occupational Health Policies Cover?
An occupational health policy typically includes:
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Commitment to protecting employee health and wellbeing at work
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Procedures for assessing workplace health risks and implementing controls
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Health surveillance and monitoring for roles with specific risks (e.g. noise, vibration, hazardous substances)
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Support for employees with existing health conditions or disabilities, including reasonable adjustments
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Guidance on managing mental health and stress in the workplace
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Access to occupational health services for assessment, advice and rehabilitation
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Procedures for referral to occupational health professionals when needed
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Responsibilities of managers and employees in promoting health and wellbeing
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Links to health and safety, wellbeing, sickness absence and risk management policies
A clear policy helps employees understand the support available to them and managers understand their responsibilities in maintaining workplace health standards.
It also ensures compliance with the Health and Safety at Work Act 1974 and associated regulations, as well as supporting obligations under the Equality Act 2010.
By embedding occupational health into workplace practices, organisations can reduce sickness absence, improve productivity and demonstrate a strong commitment to employee wellbeing.
Legal Basis
Occupational health duties are spread across HASAW 1974 (employer general duty), the Management of Health and Safety at Work Regulations 1999 (health surveillance where the COSHH or noise regulations require it), the Equality Act 2010 (reasonable adjustments duty), and the implied term of mutual trust and confidence.
Where statutory health surveillance applies, records must be kept for at least 40 years (e.g. respirable crystalline silica, hand-arm vibration, asbestos).
Common Compliance Pitfalls
- Health surveillance triggered by exposure but no provider engaged.
- Pre-employment health questionnaires that breach Equality Act s.60 (which restricts pre-offer health enquiries).
- No defined OH referral threshold for absence and capability cases.
- Fit notes managed in isolation from OH advice.
- Reasonable adjustments documented in OH report but not implemented in practice.
What Policy Pros Delivers
Our Occupational Health Policy package includes the main policy, a referral procedure aligned to absence and capability, a health surveillance schedule mapped to COSHH and Noise / Vibration regs, an Equality Act s.60-compliant pre-employment health questionnaire, and a reasonable-adjustments procedure.
Frequently Asked Questions
When should we refer to occupational health?
For all long-term absence cases, for short-term absence patterns that suggest underlying health issues, and for any case where the Equality Act reasonable adjustments duty may apply. Documented referral thresholds reduce inconsistency.
Are pre-employment health questionnaires lawful?
Section 60 of the Equality Act restricts pre-offer health enquiries, with exceptions (essential job functions, monitoring, positive action). Most pre-offer questionnaires are unlawful; post-offer questionnaires are permitted but must be necessary and proportionate.
How long do we keep health surveillance records?
For statutory health surveillance under COSHH, noise, vibration or asbestos: at least 40 years from the date of the last entry. Other OH records typically 6 years post-employment, with longer retention where there is a foreseeable health-claim limitation period.
