Employment Medicals FAQ

Why would I need to book a medical? 

Employment medicals equip employers to manage any potential risks to the health and safety of their workforce and can also assist job applicants by detecting any previously unknown health issues and it’s a complicated area of recruitment, where employers must comply with anti-discrimination and privacy legislation while considering which tests to include. 

Ideally, employment assessments are aimed at enhancing the likelihood of hiring workers who can meet the specific requirements at an acceptable level of risk both to the worker and the employer. The benefits of the process include: 

1. Reduction in workplace injuries – Screened employees are less likely to have incidences of injuries in the workplace. And as such companies experience a low absence rate due to injury, and medical costs are kept to a minimum. 

2. Reduction in claims and insurance costs – The risk of hiring someone with a pre-existing condition that could lead to workers compensation claims is minimised. Statistically, non-screened employees have a 33% higher injury rate of compensation claims than screened employees. 

3. Minimised downtime – By getting in workers with no pre-existing medical complications or precursors for potential illnesses, an organisation can effectively reduce the number of working hours lost in a month by over 50%. 

4. Matching the capacity of the employee with the role – Depending on the industry, some job types require a specialised workforce and that employees be in the right physical conditions. These tasks require high levels of fitness and when the safety of employees may be at risk, it becomes imperative to carry out a medical assessment. Through that, companies can increase productivity by identifying candidates who are able to carry out the physical requirements of a job. 

5. Candidates are made aware of unknown medical conditions – On an employee perspective, pre-screening can alert an employee about existing medical conditions that otherwise would have gone unnoticed. He or she is then in a good position to seek early treatment. 

When should medicals be booked?

Most medicals are conducted in four phases of employment: 

1. Prior to the commencement of employment usually at the last phase of the recruitment process  

2. Periodically throughout employment i.e. repeat audiometric every 12-24 months, Help A&B serology and vaccinations 

3. Job Changes – when a worker changes positions, gap medicals may need to be completed to ensure all required components have been met 

4. Health Surveillance which is conducted at the pre-employment phase, periodically throughout employment (at periods determined by legislation or medically determined) and at completion of employment 

5. Prior to termination of employment from the business. 

Is the Chief Medical Officer review required on Health Surveillance? 

No, Chief Medical Officer (CMO) review is not required on health surveillance medicals (initial, periodical & final) as the assessing practitioners are specifically certified to conduct the assessments and make grading determinations, this is a classed as a medical speciality. 

What happens if the candidate is not recommended for the role? 

If a high amber result is returned on the medical paperwork discussions should be had by the referrer firstly with the hiring manager/supervisor as the reasons for the rating may be mitigated and then secondly with the relevant OHS contact to undertake applicable risk assessments. 

If a red result is returned the hiring manager/supervisor and OHS contact to review the results and decide if a new employee with this grading should be hired and if an existing employee discussion regarding the inherent physical demands of the job can be met with reasonable adjustments and support. 

What is health surveillance and when would I need to arrange it? 

The Work Health and Safety Regulations place specific duties on a person conducting a business or undertaking (PCBU) to provide health monitoring to workers who use hazardous chemicals, including workers who are exposed to lead, silica and asbestos. 

Refer to Safe Work Australia’s Guide for PCBU’s.