Workplace Risks for Employees with Health Conditions

Workplace Risks for Employees with Health Conditions

Addressing Safety and Inclusion in the Modern Workforce

In an ideal world, everyone would be in peak physical and mental health. In reality, nearly half of Australians live with one or more chronic health conditions, while two-thirds of adults are overweight or obese. Around one in five people identify as having a mental health condition. These statistics highlight the diverse health profiles of Australiaā€™s working population.

If you apply these figures to your candidate pool or existing workforce, itā€™s likely that a standout candidateā€”or a current employee being redeployedā€”may have a health condition. The question then becomes: How do you ensure their ongoing fitness for the position while maintaining safety, compliance, and inclusivity?

The Challenge of Balancing Risk and Inclusion

For many employers, this scenario feels like navigating a minefield. On one hand, you want to hire or retain the best talent, promote workplace diversity, and avoid discriminatory practices. On the other, you have a duty of care to protect all employees (and the public, if relevant) from foreseeable workplace risks, including those posed by health conditions.

Common Dilemmas Employers Face:

  1. Safety Concerns

A personā€™s health condition might pose a risk to the individual and others, especially if the role involves physical tasks, operating machinery, or working with vulnerable populations.

  1. Legal and Ethical Considerations

Employers must follow anti-discrimination laws while also adhering to workplace health and safety regulations. Striking the right balance can be complex without clear guidelines.

  1. Privacy and Confidentiality

Workers are often reluctant to disclose medical information due to fear of stigma or negative repercussions. Employers, meanwhile, need certain details to assess risks and make informed decisions.

Toward Individualised Solutions

Instead of viewing an employeeā€™s health condition as an insurmountable barrier, consider customised health management plans that address both workplace risks and the individualā€™s needs. Such plans can:

  • Reduce Health-Related Risks

Targeted strategies might include sleep apnoea management, diabetes management, obesity management, management of recent injuries disclosed at a pre-employment medical.

  • Enhance Employee Well-Being

By offering tailored support, employees often feel more valued and engaged, fostering loyalty and reducing turnover.

  • Improve Organisational Culture

A workplace that actively supports employees with health conditions tends to be more inclusive and better equipped to innovate.

Maintaining Privacy and Confidentiality

One concern with crafting individualised health plans is how to uphold privacy. When you partner with specialists like Phoenix Occupational Medicine, you can:

  • Limit Access to Sensitive Data

Only the minimum necessary information is shared with relevant parties, such as a supervisor who might need to adjust tasks but not the entire medical history.

  • Use Clear Protocols

Establish processes for securely storing and transmitting medical details in compliance with privacy regulations.

  • Encourage Open Communication

Employees are more likely to share relevant information if they trust that it will be handled responsibly and respectfully.

Strategies for Employers

  1. Engage Expert Assistance

Consult occupational health professionals who understand how to evaluate workplace risks related to chronic or acute conditions.

Having access to telemedicine by doctors experienced in workplace health can enable early management of health conditions.

Health improvement plans offer a medically guided framework for employees to improve their health while continuing to contribute to their workplace. 

  1. Create Clear Policies

Outline your approach to assessing and accommodating employees with health conditions, ensuring alignment with legal frameworks.

  1. Offer Preventive and Supportive Measures

Consider wellness programs, mental health initiatives, and flexible work options to proactively support employee well-being.

  1. Regular Reviews

Health needs can evolve over time. Schedule periodic check-ins to update health management plans and keep everyone on track.

Moving Forward

Balancing safety, inclusion, and productivity is possible with the right strategies. Rather than eliminating candidates or employees with health conditions, focus on collaborative solutions that safeguard both worker well-being and organisational interests.

If youā€™d like to learn how tailored health improvement plans can help keep your workers safe and productive, get in touch with Phoenix Occupational Medicine today.

Scroll to Top