Medical Assessments

Medical Assessments

Can I direct an employee to attend medical assessments?

Generally, yes, provided that the employer has good reason for directing the employee to attend medical assessments.

‘Good reason’ includes where the employer genuinely needs information from that medical assessment to:

  • protect the workers’ own workplace safety, or the workplace safety of others, or
  • for genuine operational reasons (for example, an employer might wish to know an employee’s long term prognosis and fitness for work to allow for workplace planning).

In every employment contract, written or not, there is an implied term that the employee must obey  their employer’s lawful and reasonable directions about matters within the scope of their employment. Terms will also be implied where it is a matter of necessity. Failure to follow lawful and reasonable directions can justify (fair) termination of employment.

When might such a direction not be OK?

If a suspected medical condition is outside of the scope of the employee’s employment, or has no bearing on it, the direction might not be lawful, and might be discriminatory.

Further, a direction might not be reasonable because the employee has only been sick for a short time, or because the employee has already provided sufficient information about their health to their employer (or was willing to do so).

What processes should I follow?

When directing an employee to attend a medical assessment, you should ensure that you give them adequate notice of the appointment, and that the doctor you are directing them to see if appropriate for their (suspected) conditions.

If an employee objects to the assessment report, you should give them the opportunity to provide their own medical evidence (and take this into account) before acting on the assessment report.

To prepare the doctor for the appointment, it is usually helpful to provide a description of the inherent requirements of the employee’s duties, so that the doctor can assess the extent to which the employee’s disability, illness, or injury might affect their ability to perform these duties.

Contact us for more information.