When should I refer an employee to Occupational Health?

Refer to Occupational Health when there is uncertainty about what duties are safe, when symptoms are long-term or fluctuating, when the employee is struggling to return after absence, when adjustments are unclear or disputed, when safety-critical tasks may be affected, or when there may be Equality Act implications.

Is an Occupational Health referral legally required?

No. Occupational Health referrals are not legally mandated. They are a practical tool that sits within the framework of the Equality Act 2010 and Health and Safety legislation, supporting safe and fair decision-making.

Can Occupational Health diagnose my employee?

No. OH referrals are not a diagnostic service. They provide specialist advice on how an employee's health affects their ability to work safely and sustainably — not medical diagnoses. That remains the role of the employee's own GP or specialist.

Do I need to refer to Occupational Health for every absence?

No. A referral is not needed for every absence. It is most useful when there is genuine uncertainty about fitness for work, adjustments, prognosis, or safety. Many short-term absences can be managed through a good management conversation without OH input.

Will Occupational Health approve my management decision?

No. OH advice informs decisions — it does not validate or approve them. Managers remain responsible for outcomes, and OH recommendations are advisory, not binding.

When to Refer to Occupational Health (and When Not To): A Practical Guide for SMEs