Pre-employment medicals matched to the role
Who needs one, and why.
No general law requires a pre-employment medical. Employers use them where the role itself makes health relevant.
Safety-critical roles
HSE has no set medical for lift truck operators, but uses DVLA driving standards, applied to each person in line with your risk assessment.
A baseline for surveillance
Staff starting work with noise, vibration or dust need a baseline. HSENI says a baseline hearing check on joining is crucial.
Physically demanding work
Where tasks such as lifting or climbing ladders are intrinsic to the job, a medical checks someone can do them safely.
Adjustments from day one
The EHRC notes that a medical after the job offer is a chance to explore reasonable adjustments before someone starts.
What the medical covers.
Each medical is matched to the role, from a short screen to a full assessment.
Medical and lifestyle history
A health questionnaire reviewed by our clinicians, completed after the job offer.
What it covers
- Past and current health
- Medicines and lifestyle
- Questions relevant to the role
- Respiratory history for dusty work
Tests matched to the role
Chosen for what the job involves, so candidates only take the tests that matter.
What it covers
- Blood pressure and heart rate
- Vision screening
- Hearing test (audiometry)
- Lung function test (spirometry)
- Musculoskeletal assessment and grip strength
- Urinalysis, glucose or resting ECG, if relevant
A clear outcome
A fitness outcome you can act on, with any restrictions explained.
What it covers
- Fit
- Fit with restrictions
- Temporarily unfit
- Further assessment needed
Optional extras
Added where the role or your policy calls for them.
What it covers
- Drug and alcohol testing
- Fit-to-work certificate, if clinically appropriate
When you can ask about health.
The rules differ across Great Britain, Northern Ireland and Ireland. In each, the safest time to arrange a medical is after you've offered the job.
Great Britain: after the offer
Section 60 of the Equality Act 2010 makes it generally unlawful to ask about health or disability, including sickness absence, before a job offer. Narrow exceptions include checking someone can carry out a function intrinsic to the job.
EHRC: pre-employment health questions(opens in a new tab)Northern Ireland: best practice, not statute
Section 60 doesn't apply in NI. The Equality Commission's code says it's best practice to require medicals only of applicants with a conditional offer, and to keep health questions off application forms.
Equality Commission NI: Disability Code of Practice(opens in a new tab)Ireland: consider reasonable accommodation
Capability is judged with appropriate measures in place. IHREC says employers may ask for a medical assessment but mustn't refuse someone without considering the options.
IHREC: reasonable accommodation(opens in a new tab)Tell candidates early
The ICO says to make clear early in recruitment that a medical may be needed, and not to send every applicant or the whole shortlist for one by default.
ICO: medical examinations and testing(opens in a new tab)The decision is yours
The medical informs your decision; it doesn't make it. The Equality Commission's code says an “unfit” opinion doesn't end your duty to consider reasonable adjustments.
Your duties as an employer.
The rules on health questions, adjustments and job offers in each jurisdiction. This is a summary to help you plan, not legal advice.
Great Britain
- Equality Act 2010, section 60(opens in a new tab)
No health or disability questions before a job offer, except in narrow cases. Enforced by the Equality and Human Rights Commission.
- Equality Act 2010, section 20(opens in a new tab)
The duty to make reasonable adjustments for disabled applicants and employees, including after a medical.
- Acas: offering someone a job(opens in a new tab)
An offer can be conditional on a health check, and withdrawn with reasons if the condition isn't met, while following discrimination law.
Northern Ireland
- Disability Discrimination Act 1995, section 4A(opens in a new tab)
NI employers must make reasonable adjustments for disabled applicants and employees.
- Equality Commission NI: Disability Code of Practice(opens in a new tab)
Medicals only after a conditional offer, for every candidate for the role, and never decisive on their own.
- Equality Commission NI: recruiting disabled people(opens in a new tab)
Leave health questions until the end of selection, and don't revoke a conditional offer on health information alone.
Republic of Ireland
- Employment Equality Act 1998, section 16(opens in a new tab)
Capability is judged with appropriate measures in place, unless they would be a disproportionate burden.
- IHREC: reasonable accommodation(opens in a new tab)
Reasonable accommodation applies from recruitment. Employers must consider and consult on the options before refusing someone.
- Safety, Health and Welfare at Work Act 2005, section 23(opens in a new tab)
Allows medicals for employees in classes set out in regulations. It isn't a general power to require pre-employment medicals.
Straightforward to arrange, from one employee to every site.
- Step 1
Tell us what you need
Share your workforce size, locations and screening requirements. We'll recommend the right checks.
- Step 2
We organise the checks
We arrange appointments at your workplace or in clinic and carry out the assessments.
- Step 3
Access your results
View fitness outcomes and download your documents from the employer portal.
Roles that often need one
- Lift truck and plant operators
- Drivers
- Construction and site workers
- Manufacturing and warehouse operatives
- Staff starting noisy or dusty work
- Physically demanding roles
Common questions
Questions employers often ask us about pre-employment medicals.
Still have a question?
Our team can help with anything specific to your workforce.
Let’s set up medicals for your new starters.
Tell us about the roles you're recruiting for and we'll recommend the right checks with a clear price.