Occupational Health Needs Quote Builder

Post Offer/ Pre-Placement Assessment:

A Post offer assessment helps to establish an employee’s fitness for role, considering previous and current health problems that, without adjustments may pose a work place risk. A post offer assessment also assists an employer ensuring they are fulfilling their responsibilities of making reasonable adjustments to accommodate disabilities, as defined in the Equality Act 2010.

These assessments are also covered by the Health & Safety at work Act 1974 - Safe System of Work an apply to all employees upon receiving job offer of commencing new Employment.

Noise Health Surveillance:

The Control of Noise at Work Regulations 2005, Regulation 9 applies to all workers who are frequently exposed to the upper exposure action values (daily or weekly 85dB(A), peak sound pressure 137dB(C), or those at increased risk for any reason e.g. pre-existing hearing loss.

Method: Questionnaire, Tympanic inspection & Audiology test

Respiratory & Skin Health Surveillance:

The Control of Substances Hazardous to Health (COSHH) 2002, Regulation 11 applies to all workers who are exposed to, or could potentially be exposed to known respiratory sensitizers and / or all workers who are at risk of occupational skin disease as defined in COSHH 2002.

Method: Questionnaire and physical spirometry test.

HAVS Health Surveillance:

The control of Vibration at work regulations 2007, Regulation 7 applies to anyone who's exposure is likely yo exceed the EAV of 2.5m/s2 A(8) or is at risk for any other reason e.g. pre-existing diagnosis og HAVS.

Method: Tiered Surveillance Programme:

• T1 - Questionnaire (initial)
• T2 - Questionnaire (annual)
• T3 - Clinical examination by Qualified person
• T4 - Formal Diagnosis by an OH qualified Doctor
• T5 - Standardised test (optional)

Night Work Health Surveillance:

The Working Time Regulations 1998 applies to anyone who's working at least 3 hours of daily work between 2300hrs and 0600hrs and states they should be offered a free health assessment before assignment and at regular intervals.

Method: Screening questionnaire

Safety Critical Work Medical:

Clarity recommend that all of our clients assess job roles to identify whether any of them should be considered safety critical workers. This is not part of a health surveillance program, although much of the information gathered during the health surveillance program, can contribute towards a Safety Critical Worker (SCW) Medical.

The Health & Safety at Work Act 1974 - Safe systems of Work, DVLA Drivers Medical Standards, HSE Medical Standards for Drivers and the Equality Act 2010 may apply to any task that (in the event of failure or error)may result in an accident, or otherwise compromise the safety of:

• People inc employees, clients or the public
• Plant or premises
• The environment

Method: Questionnaires and Assessments:

1. Health questionnaire
2. Audiology
3. MSK Assessment
4. Urinalysis
5. Blood Pressure
6. Height Weight & BMI
7. Vision screening

General Health Questionnaire:

Clarity advises that all those staff who are not in a safety critical role, complete a NSCW questionnaire. This aids an employer in identify any disabilities in their workforce, and ensuring they meet their obligations under the Equality Act 2010. Further to this, offering such services highlights to your staff your commitment to their health and wellbeing.

The Health & Safety at work Act 1974 - Safe System of work and the Equality Act 2010 applies to all wmployees who are not in a Safety Critical role, which may include; Finance, HR, Administration, Reception

Method: Questionnaire

Asbestos Medical Surveillance:

The control of Vibration at work regulations 2007, Regulation 7 applies to anyone who's exposure is likely yo exceed the EAV of 2.5m/s2 A(8) or is at risk for any other reason e.g. pre-existing diagnosis og HAVS.

Method: HSE appointed Doctor assessment including:

1. Respiratory Questionnaire
2. Respiratory Examination
3. Spirometry Test