Occupational Health Services UK

Appointments happen within a week in most cases, sometimes sooner if it’s urgent.

Our paperless systems support faster turnaround, and we prioritise cases where delays would have the biggest operational impact.

We don’t share diagnoses or private medical detail, only what’s needed for workplace decisions.

Medical confidentiality is not compromised. We don’t share diagnoses, specific medical details, or private health information. We do share functional capability (what they can and cannot do work-wise), fitness for role, necessary adjustments, likely recovery timescales, and practical recommendations. You get what you need to manage fairly; the employee’s medical privacy stays protected.

GPs diagnose and treat; we assess fitness for work and advise on adjustments and employer obligations in the context of the role.

A GP focuses on diagnosing and treating medical conditions. Occupational health focuses on the work impact: can the employee carry out the role, what modifications would help, and how workplace factors may be affecting their health.

We assess functional capability against job demands and provide evidence-based guidance that supports both the employee’s needs and your business requirements. Where appropriate, OH and GPs can work alongside each other and share relevant information with consent.

Pay-as-you-go pricing varies by complexity – we’ll quote clearly for your situation.

We operate on a pay-as-you-go basis, with no lengthy contracts and no paying for services you don’t need.

Pricing depends on what’s required – a straightforward management referral differs from complex cases needing specialist input. For businesses using our services regularly, we can discuss package arrangements.

Contact us for a quote specific to your situation – we’re transparent about costs.

Size doesn’t determine need – legal duties still apply, and the impact of absence can be proportionally bigger in small teams.

A two-person business can face the same issues as a 2,000-person one, and one absence can have a bigger proportional impact in a smaller organisation.

Legal compliance applies regardless of size – health and safety law, employment law, and the Equality Act. Occupational health gives you access to specialist expertise without employing clinicians in-house, and the cost of getting decisions wrong can far exceed the cost of proper advice.

Our pay-as-you-go model works well for smaller businesses because you use support when you need it.

Adjustments, phased returns, workplace changes, and follow-ups – always balanced against what’s practical to implement.

Recommendations depend on the situation, but commonly include:

• Duty adjustments (temporary changes, or sometimes longer-term role modifications)
• Workplace changes (equipment, ergonomic improvements, environmental adjustments)
• Phased returns (gradual increase in hours/duties)
• Monitoring arrangements (follow-ups to track progress and update recommendations)
• Redeployment options (if someone cannot continue in their current role)
• Ill-health retirement guidance (where recovery is unrealistic and processes require evidence)

Every recommendation is grounded in medical evidence and workplace practicality.

Questionnaires suit most roles; full assessments are for safety-critical roles or complex cases flagged by responses.

Pre-placement questionnaires work well for most roles – they’re efficient and identify adjustment needs early, with quick clearance for straightforward cases.

Full pre-employment assessments are usually needed for safety-critical roles with defined medical standards (for example driving roles, work at height, or confined spaces), or where questionnaire responses flag significant conditions affecting role capability.

We can advise what’s appropriate for your role and risk profile – often it’s a mix of questionnaires for standard roles and assessments for higher-risk positions.