Occupational health (OH) services mitigate the risk of ill health in the workplace by enabling employees to work in an organized environment that promotes good health and productivity. In the UK, OH assessments focus on determining whether an employee’s health issues are likely to manifest and what needs, if any, must be met to assist in their functioning. But here’s the complicated part: saying the wrong thing during your OH appointment might lead to false assumptions, complications, or in some cases, even legal entanglements. This article unpacks what not to say to occupational health and how to communicate more clearly.
Recognizing Occupational Health Limits
Occupational health professionals are not the foes you work with—they are present to assist you and your employer. But just like any other area of specialty, they have limits. Unlike a GP, OH specialists are not there to offer a full health care service because there is a larger scope of issues to be looked at. Their task is to estimate whether and how your health affects your work, and what adjustments need to be made to assist you.
What should not be said here? Please do not make statements that expect the person to take on the role of your doctor, such as, “Could you prescribe some medication?” or, “Would you be able to sign me off work for six months?” Such statements are well beyond their scope of practice and will create the impression that you do not understand the purpose of their work, which in turn, may compromise the credibility of your contributions.
While work-related issues are broad in scope, it is important to stay on topic. Although one may be tempted to share every detail of ongoing distress or family-related issues, the focus should be on the factors that affect the role and the responsibilities that come with it. These irrelevant matters may undermine your valid concerns, making your workplace needs appear less serious.
The most important point to note here is that one should not take for granted that OH is meant for your employer to use as a disciplinary measure against you. “I know you’re just here to help management get rid of me” is one such telling statement that can escalate tensions without purpose. Occupational health is designed to help the organization align employee wellbeing with workplace demands, not to be a blunt instrument for HR to dictate policy.
Avoid These Mistakes When Communicating with Occupational Health
Being misleading, overly defensive, or overly dismissive can sabotage OH assessments. Over-exaggeration is perhaps the most common overshoot. For example, “because of my condition, I can’t do anything at all” is a statement that some may believe can garner sympathy. However, uttering such statements devoid of extenuating circumstances can utterly demolish your credibility. Instead, articulating limitations relative to tasks one performs in a job is the most prudent approach.
Some employees do not disclose pertinent information that impacts their health. Saying, “I’m fine” when clearly not is a common approach that OH professionals hear a lot. Trying to withhold too much information is counter-productive. It blocks Occupational Health from recommending optimal adjustments to support employees claim. OH exists to offer support.
Another common mistake is disparaging the employer during occupational healthcare appointments. Such expressions of displeasure commonly accompany statements like, “My manager doesn’t care about me.” Such statements, while articulating emotion, do not aid in the occupational health process. Rather, it is centered on one’s health, its impacts, and not on workplace interpersonal discord.
Finally, it cannot be emphasized enough that the OH process exists to support and not to penalize employees. Thus drawing the fine line between claim and counter claim is imperative. Moreover, esteem and honesty are the bedrock of all OH communication.
Lastly, an overly critical error is being vague. For example, if you say “I just don’t feel well,” then occupational health (OH) cannot offer any tailored guidance. Describe in detail what work-related challenges you encounter, such as becoming fatigued during long shifts or experiencing pain while sitting for long periods.
Top 10 Things Not to Say During Your Occupational Health Appointment
In this piece, we will go over ten frases that should be avoided during occupational health appointments in the United Kingdom:
“I just want some time off.” → Leave is not granted by OH.
“My boss is useless.” → Self-centered comments take focus away from the process.
“Don’t tell anyone, but…” → Phrases like these don’t work. Relevant, work-related findings must be shared with employers.
“Can you keep this secret from HR?” → Secret keeping disrupts the sharing flow within an organization.
“I can’t do anything at work.” → This is an example of over-exaggeration that will weaken your case.
“It’s none of your business.” → This is dismissive, but OH requires data to assist you.
“I know you can’t help me anyway.” → Phrases like these will cease any positive conversation.
“I’ll just do whatever my doctor says.” → Workplace impact plans shall be determined by the OH. Medicine is not the main focus, hence, treatment plans are not the doctor’s orders.
“I don’t need adjustments; I’ll just suffer.” → This is an overestimation which stops an individual from receiving critical aid.
“You’re just on management’s side.” → Occupational health (OH) resolves both sides independently.
The striving to avoid these phrases ensures the dialogue remains constructive and solution-centered.
How to Communicate Effectively with Occupational Health Professionals
To ensure effectiveness during the OH appointment, the appointment requires clear and constructive communication. To ensure the appointment is successful, preparing is crucial. This includes recording specific symptoms, difficulties stemming from the workplace, and detailing prospective adjustments. This preparation ensures optimal flow during the meeting without lapses to remember important details.
Maintain a professional and neutral tone during the meeting. Instead of using derogatory phrases geared towards the job, consider using, “I’ve been experiencing increased anxiety due to workload pressure, and I’d like to explore possible adjustments.” This approach emphasizes the health and work implications which are the predominant focus.
As with any dialogue, OH professionals expect openness from the employee, but they expect succinct responses. Personal details and sensitive information can muddy the clarity of the assessment. Focus on the assessment; personal details won’t enhance the outcome and won’t aid the health professional.
Equally, listening also carries weight. Limitations placed on the employee will not change the efficiency of the workplace with the phrase “That won’t work.” Instead, the employee should consider the recommendations and explore the logic behind the suggestions.
Never forget, OH is a two-way street. If you respect their role, they’ll value your feedback. Effective communication not only facilitates obtaining the support needed, but also strengthens trust with your employer and the OH team.
Final Thoughts
Understanding what not to say to occupational health in the UK makes all the difference in having a process feel helpful instead of unhelpful. If you respect OH boundaries, avoiding mistakes, and not using ineffective phrases, you can achieve a beneficial appointment.
