What is occupational health? An employer's perspective

Traditionally the occupational health model was a 'medical' reactive process diagnosing health effects and illness, promoting good health, and reducing risks by controlling exposures and preventing ill health. Today it has to justify itself economically and is a service that looks to protect both the employee and the employer.

Over the last 10 years there has been exponential growth and change in the presentation and delivery of occupational health and rehabilitation services. This has been due to new legislation, EU Health & Safety directives, DWP government initiatives, the Equality Act, human rights, the working time directive, age legislation, ongoing changes in the structure and charging for NHS services, pension issues and rehabilitation initiatives.

It means occupational health has become far more sophisticated. Consequently it demands a broader scope of services. We help to reduce risks to the employee and the employer, at the same time providing a service that maintains a level of commercial awareness and seeks to demonstrate a return on investment.

Here are just some of the questions we're frequently asked, to which our response will vary according to individual company circumstances:
 

• Do we really need occupational health advice or support
• What are our legislative obligations?
• Do we need more than just occasional advice?
• Can occupational health help us manage our sickness absence?
• Can it save the company money?
• How can it protect us?
• Can we actively manage employees with conditions that qualify under the Equality Act?
• How much will it cost?
• Are we getting a good service from our current provider?
• Should we, or can we, look after our employees better?