Occupational Health2019-09-22T22:39:55+01:00

Occupational Health Services

Occupational health services will help keep your employees healthy and safe whilst in work and manage any risks in the workplace that are likely to give rise to work-related ill health.

Here at TAG Safety we are happy to work alongside one of the leading Occupational Health advisers with years of experience, providing you and your staff the best possible help and advice available.

Please see below at the wide range of Occupational Health services we can offer your business, all of which are custom tailored to your specific needs.

How We Can Help

  • Reduce sickness absence
  • Prevent and remove health risks arising in the workplace – ensuring your business meets its statutory responsibilities – and helping your business maintain a healthy workforce.
  • Provide screening and surveillance services when early stages of ill health arise. We will work with you to develop solutions to keep employees with health issues at work.
  • Give independent and professional diagnosis, prognosis and advice on staff unable to work due to long-term or short-term intermittent health problems.
  • Lifestyle and well being services increasing productivity and staff retention

Health Surveillance

– Audiology Surveillance

– Dermatology Surveillance

– Lung Function Testing

– HAVs Surveillance

– DSE Surveillance

Available Services

Needs Assessment:

Whether you are setting up a new service or reviewing your current service we can work with you to design and implement a bespoke occupational health programme that meets the health, safety and wellbeing needs of your organisation.

Getting started: We can help you identify who needs to be involved in the review to ensure it meets your requirements

Identifying your priorities: We will work with you to establish priorities base on a number of factors. These are likely to include your organisational structure, culture and demographic, the nature of your business and associated hazards and risks, and the scope and expectations for service provision.
Design and execute an action plan: We can help you decide how best to promote and implement planned changes.
Review: Once the service is up and running we encourage regular review of the service to measure it’s impact, allow for development and ensure it remains fit for purpose.

New Starter Assessments:

Our three step  process helps you to identify and support new employees who have a health issue or disability that may affect their ability to undertake particular work tasks at an early stage, whilst ensuring you follow the good practice guidance on complying with the Data Protection Act 1998.

Step 1: A questionnaire issued by and returned to the employer to identify whether the new employee has a health condition that may impact on their ability to fulfil their role.
Step 2: Where the employee discloses an issue, a further questionnaire is issued by the employee and returned to YOHC in confidence, requesting further information. In most cases, with further phonee assessment as necessary, recommendations on how best to support the employee wll be sent to the employer on receipt of this information.
Step 3: In a small number of cases a face to face assessment may be required before completion.

Health Surveillance:

The Health and Safety Executive is clear that ‘health surveillance should be used alongside the prevention or adequate control of exposure and not as a substitute’

Health surveillance programmes may include assessment for exposure to skin sensitisers/irritants, respiratory sensitisers/irritants, hand arm vibration (HAVS), noise and any other potential workplace hazards that pose a risk to health

The purpose of health surveillance is to assist in evaluating the effectiveness of control measure in place , to enable early detection of potential health problems to ensure timely intervention to prevent ill health, to ensure employees working in a safety critical environment are fit to perform in their role and to provide a record of baseline health status for new employees which can be vital when assessing cases for possible work-related ill health.

All health surveillance activity will be undertaken by a suitably trained and competent practitioner and in accordance with relevant legislation and guidance.

Management Referrals:

Effective attendance management is fundamental to reducing costs and improving profitability in business. It is also important in promoting the health and wellbeing of employees, with evidence showing that ‘good work’ is generally beneficial and that worklessness or absence from work due to ill health is linked to poor health and wellbeing.

Truly effective attendance management requires clear, robust policies and procedure, good communication and training and a commitment to succeed by key personnel from senior management down. This can be reinforced by early and effective occupational health intervention. I am committed to working with you to ensure employees are supported and advised appropriately, to allow them to return to a productive role within your organisation as soon as possible wherever possible.

I can offer advice on considerations such as fitness for work, the likely impact of an individual’s condition on their ability to perform in their role and the types of adjustments to be considered to support them to return to work. This supports you in making well-informed and consistent management decisions in line with relevant policies and legislation.

Wellbeing Surveys:

The case for promoting wellbeing and tackling psychosocial hazards in the workplace is clear, both from the individual’s point of view and that of the organisation.

From the point of view of the individual employee, Health and Safety Executive statistics highlighting that almost 40% of work-related ill health is due to stress, depression or anxiety. Organisationally evidence suggests that measures of organisation health such as job satisfaction, sickness absence and job performance can be adversely impacted by employees’ perceptions of their own health and psychosocial working conditions.

Our wellbeing survey explores the relationship between employees’ perceptions of working conditions and measures of wellbeing, subjective health and job satisfaction. The results can be used to inform and design of workplace interventions intended to protect and promote the health of both the working population and the organisation itself.

Health Promotion:

Incorporating health promotion initiatives into your workplace makes good business sense. A healthier workforce is more productive, and being recognised as an employer takes the health and wellbeing of its employees seriously will have a positive impact on the culture and reputation of your business.

Lifestyle screening and ‘crunching the numbers’ such as blood pressure, cholesterol and body mass index can be helpful in supporting your employee to engage with health promotion initiatives and to prioritise and focus on the small but significant lifestyle changes they can make to improve their health and wellbeing both now and in the future.

I would be delighted to work with you to design a lifestyle screening programme and health promotion initiatives to suit the needs of your business.