Questions to consider asking Occupational Health

  1. Please advise / confirm the diagnosis of our employee’s condition and when they first affected them.
  2. In your opinion, does name qualify as disabled under the Equality Act 2010, that is, does he/she suffer from a condition which has a substantial adverse effect on her abilities to undertake normal day to day activities and is such condition long term in the sense that it has lasted or is likely to last more than 12 months? 
  3. Please advise us of the prognosis of Name’s condition/s: are they likely to improve, remain stable, or worsen and if so, over what time period? 
  4. Please advise whether or not Name is currently medically unfit to attend work.
  5. Please advise whether or not Name is currently medically unfit to attend any meetings with the Company regarding her absence and matters generally.
  6. It would be helpful if you could explain in practical terms what normal day to day activities Name’s symptoms prevent him/her from doing.  
  7. On what date did the onset of his/her symptoms begin and why does he/she feel she suffers from the symptoms she/he describes?
  8. Do you consider his/her illness is work related?
  9. Please advise whether you consider his/her illness is caused partially or entirely by the Company or at all?
  10. Please advise whether you consider there other life events that have caused or contributed to Name’s’ illness?
  11. Please advise whether or not Name is currently fit to carry out his/her role as insert job title.  
  12. Do you believe Name is unable to return to name of Company or ever return to the teaching profession?
  13. If you consider Name will be fit to return to work in the future, kindly advise when she/he is likely to be fit to return to work.
  14. Please advise the Company whether you believe name is a candidate for retirement on the grounds of ill health.
  15. Please advise if there are any adjustments we can make that will make it possible for name to return to work and list those adjustments so that we can give them proper consideration. 
  16. Please advise if there are any adjustments we can make that will make it possible for name to return to work early, or at all, and list those adjustments so that we can give them proper consideration. 
  17. Please advise if there are any adjustments we can make – when/if name returns to work – to work-place arrangements and / or features, to compensate for, or accommodate, any particular disadvantage Name’s condition puts him/her to.  Please list any adjustments so that we can give them proper consideration.  
  18. Is he/she likely to be able to render regular and efficient service in the future?
  19. Do you recommend that name continue with any medication or treatment whilst she/he is absent from work? If so could you indicate whether this would affect her/his ability to undertake her duties or necessitate any time off work (and if so how much)?