We know that facing a pre-employment medical can be daunting.
Many candidates worry about what health issues might be found, or they’ve never done one before, so are unsure of the process. Concerns about privacy and how their medical data will be managed are also common.
Another frequent fear is that they might ‘fail’ the medical, which could impact job prospects. But pre-employment medical tests aren’t done to simply weed out the bad eggs, plus the results aren’t as simple as pass or fail.
So, what is their purpose, and what happens when the results are in?
Why pre-employment medicals matter
Pre-employment medical assessments are carried out to assess a candidate’s physical and mental health using a variety of tests to see if they’re a good fit for a particular job.
It’s essentially a health check that helps employers decide if a person can safely handle the tasks involved in that specific role. It looks at medical history, the physical demands of the role, potential workplace hazards and the candidate’s overall health.
Here are some job-specific examples and the focus of the tests carried out:
- Underground miner – Respiratory health and physical endurance due to dust exposure and heavy lifting
- Construction worker – Musculoskeletal health to assess lifting capabilities and prevent injuries
- Nurse – Physical stamina for lifting patients and mental resilience for high-stress situations
- Truck driver – Vision and overall fitness to safely operate heavy vehicles, plus drug and alcohol screening
- Office employee –Ergonomics for posture, vision for screen use, and mental health for managing stress
The test is actually very straightforward, and the results are confidential between you and your employer. Instead of focusing on them as a negative, finding health issues earlier actually offers an opportunity to manage or treat any conditions for better outcomes.
What the results tell employers
Once a pre-employment medical is completed, employers get a summary report of the results. Our reports detail whether the individual is ‘fit’, ‘fit with restrictions’, or ‘unfit to work’ in that role. Here’s a quick summary of what each means:
- Fit – Indicates that the candidate can perform the job without any limitations.
- Fit with restrictions – Suggests that while the candidate can work, certain accommodations or modifications may be necessary to ensure their safety and effectiveness in the role.
- Unfit – This means that based on the assessment, the person may not be able to perform the essential functions of the job safely.
These classifications help employers make informed hiring decisions while ensuring a safe and healthy work environment for all employees.
Getting a fit with restrictions result
If someone receives a ‘fit with restrictions result,’ the employer should:
- Discuss restrictions – This could involve a conversation about what accommodations might be needed for the candidate to perform their job safely.
- Consider accommodations – Evaluate whether they can implement the recommended accommodations. This might include modifying tasks, providing special equipment, or adjusting work conditions. For example, if a candidate has a back issue, the employer might allow for lighter lifting or ergonomic adjustments to their workspace.
- Determine role suitability – Assess whether the candidate can still meet the essential functions of the role despite the restrictions. If the job requires physical tasks the candidate can’t perform safely, they may need to consider other candidates.
Employers need to maintain open communication with the candidate throughout this process. People should be informed about how their restrictions might impact their role and what accommodations are being considered.
They must also ensure that any decisions made comply with discrimination laws. They can’t discriminate solely on a candidate’s health condition. The focus should be on how the restrictions affect job performance.
Getting an unfit-to-work result
If someone receives an ‘unfit for work’ result (the ‘fail’), the employer should:
- Notify the candidate – Inform them of the assessment results and explain the reasons for the ‘unfit’ classification. Give them the opportunity to discuss the health issues identified and how they impact their ability to perform the job.
- Consider alternatives – Depending on the nature of the job and the candidate’s skills, the employer should explore other roles within the business that could be a better fit.
Again, an employer must ensure their decisions comply with anti-discrimination laws. They can’t base their hiring decisions solely on the health assessment without considering the individual’s ability to perform essential job functions.
The main concern is maintaining a safe work environment for all employees. An ‘unfit’ designation often indicates that the candidate may pose a safety risk to themselves or others in the specific role.
Common reasons for being unfit for work
So, what are the health reasons that lead to someone being deemed ‘unfit for work’ after a pre-employment medical assessment? Well, the reasons can vary depending on the specific job requirements.
Here are some examples:
- Conditions like severe back pain, joint disorders, or repetitive strain injuries can prevent individuals from performing physically demanding jobs, such as construction or manual labour.
- Heart conditions, such as hypertension or a history of heart attacks, may disqualify someone from roles that require heavy lifting, intense physical activity, or high-stress environments.
- Asthma, chronic obstructive pulmonary disease (COPD), or other respiratory issues can make it unsafe for individuals to work in environments with dust, fumes, or other airborne irritants, such as in mining or manufacturing.
- Conditions like epilepsy or severe migraines can be disqualifying for roles that involve operating heavy machinery or driving due to the risk of sudden incapacitation.
While health conditions—including physical disabilities, previous injuries, and psychiatric conditions—are recognised as ‘protected attributes,’ employers can’t simply refuse to hire someone based on these factors alone.
Options after an ‘unfit to work’ or ‘fail’ result
While receiving an ‘unfit for work’ or ‘fail’ result can be disappointing, it’s important candidates understand their rights and explore any potential options for other roles or further discussions with the employer.
You may have the right to appeal the decision or request a second opinion, especially if you believe the assessment doesn’t accurately reflect your ability to work.
If there are specific health issues that led to the ‘unfit’ designation, consider seeking treatment or management strategies to improve your health. Once your situation changes, you can reapply or discuss potential opportunities.
Getting an unfit-for-work result is also a good time to reflect on your career goals and health. Consider seeking roles that align better with your current health status or skills.
You can’t fail by putting health and safety first
Whether you get a ‘fit’, ‘fit with restrictions’, or ‘unfit for work’ result, it’s important to approach the situation with an open mind and a proactive attitude, whether you’re a candidate or employer. The end goal is better health for everyone, and you can’t fail when you’re putting that first.
Get in touch with our friendly team here at Happy Health today to schedule your pre-employment medicals today.
