You can use pre-employment screening to help you establish an applicant’s suitability for a position, having regard to the Disability Discrimination Act. Pre-employment medicals must only be carried out after job offers are made.
The screening process may consist of a medical examination by a qualified occupational health professional or the completion of a questionnaire (see the sample confidential pre-employment medical questionnaire).
Once completed, the questionnaire is medical in confidence. An occupational health professional can then provide advice on any reasonable adjustments that may be necessary, without disclosing the nature of the health condition.
Pre-employment screening can also help:
- in the consideration of any adjustments that might be necessary if the applicant has a qualifying disability under the DDA;
- provide baseline data to protect the company from future risk and liability claims; and
- assess a prospective employee’s sickness absence record with a former employer.
It is generally accepted by occupational health professionals that an employee’s absence pattern over the previous two years is an indicator of the possible pattern over the next two, particularly for short-term absences and for some chronic conditions. (However, you and your occupational health adviser must take into account the obligations under the DDA not to discriminate unlawfully against employees.)