[et_pb_section fb_built=”1″ _builder_version=”3.22″ global_colors_info=”{}”][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.14.6″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”|||5px||” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
The 2010 Equality act prevents employers from asking health-related questions in order to avoid discrimination, exclusion, and inequality. <\/span> Employers have been historically known to ask about health or disability in the early stages of recruitment. As a result, disabled applicants were rejected before an offer was made. The newer 2010 Act aims to ensure that disabled applicants were given the chance to have their ability to do the job assessed properly, thus encouraging the disabled to apply for work without fear of their disability being used to question their work output.<\/span>\u00a0<\/span><\/p>\n Up to 10% of UK employees will have a medical condition or disability, so having a Post-Recruitment Medical questionnaire allows employers to identify health problems early to protect their employees and ensure that they’ll be safe at work and the workplace will be safe with them in it.<\/span><\/p>\n It is your legal obligation under the Disability and Discrimination Act to make reasonable adjustments for employees with disabilities or medical conditions throughout every stage of the employment process.<\/span><\/span><\/p>\n That is entirely dependent on the business, the assessment can vary from self-completed questionnaires to a full clinical examination by Occupational Health<\/a><\/strong> Specialists.<\/span> <\/span><\/p>\n <\/span><\/p>\n For a no-obligation, free of charge chat with an HR specialist, you can book a 15-minute advice line with us below.<\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.14.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.14.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_button button_url=”http:\/\/www.kateunderwoodhr.co.uk\/discovery-call\/” url_new_window=”on” button_text=”Book a call” button_alignment=”center” _builder_version=”4.14.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" The 2010 Equality act prevents employers from carrying out a pre-employment health screening in order to avoid discrimination, exclusion, and inequality. <\/p>\n","protected":false},"author":4,"featured_media":8668,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[1],"tags":[385,331,379,330,265,413],"_links":{"self":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts\/8662"}],"collection":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/comments?post=8662"}],"version-history":[{"count":0,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts\/8662\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/media\/8668"}],"wp:attachment":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/media?parent=8662"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/categories?post=8662"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/tags?post=8662"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
<\/span>\u00a0<\/span><\/p>\n<\/span><\/b><\/h4>\n
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What is the purpose of a Post-Recruitment Medical Questionnaire?<\/span><\/b>\u00a0<\/span><\/h4>\n
When should you carry out Medical Assessments?<\/span><\/b><\/span><\/b><\/h4>\n
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What happens after a Post-recruitment Medical Assessment?<\/span><\/b>\u00a0<\/span><\/h4>\n
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<\/span>Where these examinations vary from business to business based on needs, having the correct assessment is paramount to performing medical checks. This is exactly why we\u2019ve partnered with\u00a0<\/span>Flex Occupational Health<\/span><\/b><\/a>\u00a0in order to offer\u00a0<\/span>Tailored Post-Recruitment Medical Assessments<\/a>\u00a0<\/span><\/b>for businesses that are looking to stay legally compliant. For more information on their post-offer health screening\u00a0services click here<\/strong><\/a>. <\/span>\u00a0<\/span><\/p>\n