Hiring new staff is a crucial investment — but are you protecting that investment with the right health screening process?
At CheckAtWork, we support employers across the UK and Ireland with fast, compliant, and job-specific pre-employment medicals. But we also see the same critical mistakes made time and time again — often putting businesses at risk.
Here are the top 5 mistakes employers make with pre-employment medicals — and how to avoid them.
1. Asking for Irrelevant or Excessive Health Information
The mistake: Employers sometimes request a full medical history without considering what’s necessary for the role.
Why it’s a problem:
- Breaches data protection laws (including GDPR)
- Risks discrimination under the Equality Act 2010
- Deters great candidates from completing the process
The fix: Tailor your medicals to the specific job requirements. A desk-based admin role doesn’t need the same screening depth as a forklift operator.
2. Skipping the Medical for Remote or Hybrid Workers
The mistake: Assuming pre-employment screening is only necessary for physical or on-site roles.
Why it’s a problem:
- Remote workers can still face health risks — from stress to musculoskeletal issues
- Leaves gaps in your duty of care
- Missed opportunity to support long-term wellbeing
The fix: Offer basic screenings for all new hires, including those working from home. Mental health, vision, and posture-related risks still apply.
3. Using One-Size-Fits-All Medical Forms
The mistake: Sending out the same pre-employment health questionnaire to every new hire.
Why it’s a problem:
- Doesn’t reflect the actual risk profile of the job
- Can result in irrelevant data or overlooked red flags
- Wastes time for HR and clinicians alike
The fix: Use role-specific screening templates based on occupational risk — something we help all CheckAtWork clients implement as standard.
4. Failing to Act on the Results
The mistake: Collecting health data, but not using it to adjust onboarding or support plans.
Why it’s a problem:
- You may clear someone as “fit” without proper safeguards in place
- Lost chance to prevent long-term absence or injury
- May invalidate your documentation in future disputes
The fix: Ensure results are reviewed by your occupational health partner and any recommended adjustments (e.g. phased start, desk setup, mental health support) are documented and actioned.
5. Not Explaining the Purpose to the Candidate
The mistake: Sending out medical requests with little context or reassurance.
Why it’s a problem:
- Creates anxiety and mistrust
- Leads to incomplete or rushed answers
- May result in legal pushback if candidates feel discriminated against
The fix: Be clear in your communication. Let candidates know:
- The medical is job-specific and confidential
- It’s handled by a third-party like CheckAtWork
- Only relevant outcomes will be shared with HR
Final Word
Pre-employment medicals are about more than ticking a compliance box — they’re a strategic step in building a safe, healthy, and supported workforce.
At CheckAtWork, we make pre-employment screening easy:
- Fast booking and results turnaround
- Remote or on-site assessments
- GDPR-compliant documentation
- Role-specific recommendations
Need help improving your screening process?
Book a consultation with our occupational health team and build a smarter onboarding strategy.
Safe starts begin with smart screening.
— The CheckAtWork Team