Pre-Placement Assessments

Pre-Placement Assessments

Pre-Placement Assessments

Pre-placement health screening can collect relevant health information about a prospective new employee.

Pre-placement health screening can assist in the following ways:

  • Assess the candidate’s medical capability to do the job for which they have applied: this will include assessing whether there are any Health and Safety or legal reasons why an individual may not carry out particular work.
  • Determine whether any reasonable adjustments or auxiliary aids may be required to accommodate any disability or impairment which a candidate has declared: adjustments may include physical adaptations, or adjustments to working arrangements such as hours.
  • Ensure that none of the duties of the job will adversely affect any pre-existing health conditions the candidate has declared.

Pre-Placement Health Screening by online questionnaire

The individual completes a company specific online form, which is then reviewed by TAC OH.  Post review there may be a follow up telephone assessment by one of our OHP’s.  This approach is suitable for onshore working environments as it is an extremely cost effective and timely method in gauging the health of prospective employees.

In Person Pre-Placement Health Screening

Face to face pre-placement medicals are best suited to the varied roles of the offshore environment.  The offshore environment can have varied and complex tasks, locations and often extensive travel requirements therefore we would highly recommend that for any such role this approach is favoured.

In order to satisfy the requirements of the Equality Act 2010, the administration of pre-employment screening procedures should only take place after a job offer is made.  Every employer has a duty of care to ensure that a prospective or existing employee’s health is not at risk as a result of their employment role and to make any reasonable adjustments as per the disability provisions of the Equality Act 2010.  Pre-existing health conditions at the start of employment should not be made worse or aggravated by the requirements of the role the person is employed for.  We can provide an in-person assessment by a qualified health professional who will then provide a written report with recommendations.