Occupational Health ( OH ) Referrals
Occupational Health (OH) referrals should be made if an occupational health opinion is considered to be relevant. OH advice can include areas such as whether a health problem is related to work, the likely course that an illness will take, matters related to the Disability Discrimination Act, management of sickness absence and a member of staff’s capability for work.
- How to make a self-referral or management referral
- What happens after I make a referral?
- What can you expect from the OH team?
How to make a referral
There are two types of OH referrals, self or management. It is strongly advised that wherever possible the management referral route be taken, as this allows us to make appropriate recommendations to the member of staff and the relevant manager, which normally results in a more successful outcome.
Self-Referral – If you would like advice on a health matter that affects your work, you can self refer by booking an appointment with Occupational Health. Our guidance may include advice on a health issue affecting your work; sickness absence; planning a return to work or guidance on adjustments to your workplace. We are not able to offer services and treatments provided by your GP.
A self-referral may be made at occupationalhealthandsafety@uel.ac.uk.
Management Referral – If you identify a possible health issue affecting a member of your team then you may refer them to the Occupational Health Advisor. We can provide advice on how the health issue may affect work attendance or performance. Staff members can be referred while they are absent or attending work.
Some of the most common reasons for management referrals are:
- To support staff returning to work following a long-term absence
- When there is a concern about work-related factors contributing to health problem (for example, the development of limb disorders, back injuries or frequent headaches)
- When there is concern about health issues in relation to work (asthma, chronic back pain, etc)
- As a result of short- term intermittent absence which may be causing operational complications
- To help assess whether reasonable adjustments are necessary to support the member of staff at work
- In order to assess whether redeployment is necessary.
We can provide advice if you are unsure whether to refer an individual or not. You should consult with your HR manager before referral.
If you decide to go ahead with the referral, advise the member of staff of the reason for the referral and make the referral arrangement yourself. It is very important that the staff member being referred understands the process and the rationale behind it.
To make the referral complete the referral form as fully as possible, giving all relevant facts.
Download management referral form now.
Once the form is completed, email it to us at occupationalhealthandsafety@uel.ac.uk.
What happens after I make a referral?
The OH team will determine the most appropriate referral route. This can include referral to the OH physician or advisor or it may involve requesting a medical report from the member of staff’s own GP or specialist.
You should consult with your HR manager regarding the initial occupational health advice. The OH team will then make an appointment with the member of staff and a consultation will be arranged.
PLEASE NOTE: Should a member of staff fail to attend an appointment and not provide at least 1 days notice, 50% of the full appointment charge may be payable.
What can you expect from the OH team?
We will always act impartially and independently. We will also comply with all relevant confidentiality/data protection legislation.
After the appointment we will issue a report providing guidance about occupational health and fitness. The type of information likely to be included in a report might include:
- Identification of a health problem that may impact on work.
- Potential effects of the problem on performance or attendance.
- Adjustments in the workplace that would contribute in maintaining health and reducing the effects of the health problem
- Information on whether the advised adjustments are temporary or permanent
- Indication of when, in our opinion, an individual is likely to return to work
- The need for further investigation or medical report from treating doctor
- Information regarding the Disability Discrimination Act 2005
- Suggestions regarding case management or rehabilitation plan
- Suitability for retirement on ill-health grounds or recommendations in respect to redeployment.
