Occupational Health Services
Our focus is to help organizations in the promotion and maintenance of healthy work environment and a healthy workforce. This has the potential of reducing absenteeism, reducing healthcare cost, increasing productivity and boosting employee morale. There is a saying that a healthy workforce is the most important asset of any organization. We also provide training in Occupational Health and Safety.
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.
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.
Balancing compliance with commitment
In the face of increasing legislation, new government initiatives and business operational targets a co-ordinated approach to occupational health has never been more important to assure cost-effective compliance in delivering a duty of care. Occupational health support has become a ‘need-to-have’ rather than a ‘nice-to-have’ for any employer. Matters pertaining to employee health are usually sensitive and often difficult to understand and manage; occupational health allows management to be one stage removed and to only act on practical recommendations.
This is where professional advice can be of significant value:
- Actively managing sickness absence including considering capability decisions
- Managing any perceived ‘work related’ issues whether they be physical or mental health issues i.e.: accidents at work, repetitive strain injury (RSI), stress related absence, etc.
- Recruiting individuals to roles where safety could potentially be an issue e.g. ensuring an employee working at heights or driving at work is not an epileptic
- Considering ‘adjustments’ and for how long they might need to be in place
- Compliance with Health & Safety obligations e.g. night workers health assessments, etc.
- Health surveillance for those potentially exposed to issues that might compromise their health i.e. noise/ dust/ vibration etc.
- Drug and alcohol policies and testing in the workplace, etc.
