Occupational Health referrals
Referrals to Occupational Health (OH) should be made when there are mental or physical health concerns which affect employee's work, or at the request of the employee. We do not accept self-referrals, all referrals must be made by the line manager, Employee Relations Advisor or Union representative.
The reasons for the referral should be fully discussed with the individual concerned before the form is sent to OH.
Anyone with concerns about an employee may wish to consult us for advice prior to making a formal referral. Please e-mail ohquery@essex.ac.uk and provide a brief overview of the concern, to ensure you receive appropriate advice.
All members of staff can make direct contact with OH regarding any health concern or sickness absence. However, appointments will only be made upon receipt of a referral.
Following an appointment, a report will be written which will summarise the appointment and answer questions provided on the referral. The OH Adviser may also recommend reasonable adjustments or suggest an application to Access to Work. This report will be shared with the employee for their approval and consent. If this is given, the report will be shared with the referrer and the Employee Relations team.
Referral process
To make an Occupational Health referral, please complete the form below and send it to ohquery@essex.ac.uk.
- Staff referral form (.doc)
- Student referral form (.doc) - applicable only to certain students, see the OH Student Services page for more details.
The Equality Act
The Equality Act 2010 protects individuals with a disability or impairment. A disability is defined as a physical or mental impairment that has a substantial and long-term effect on the ability to carry out normal day to day activities.
Impairments
Impairments can be physical or mental. It is not possible to give an exhaustive list of conditions that may qualify as impairments for the purposes of the Act but examples could include:
- diagnosed chronic pain
- mobility related impairments caused by accident or illness
- sensory impairments, such as those affecting sight or hearing
- impairments with fluctuating or recurring effects such as rheumatoid arthritis, myalgic encephalitis (ME)/chronic fatigue syndrome (CFS), fibromyalgia, depression, and epilepsy
- progressive, such as motor neurone disease, muscular dystrophy, forms of dementia and lupus (SLE)
- diabetes
- organ specific, including respiratory conditions, such as asthma and cardiovascular diseases, including thrombosis, stroke, and heart disease
- developmental, such as autistic spectrum conditions (ASC), dyslexia and dyspraxia
- learning difficulties
- mental health conditions and mental illnesses such as depression, schizophrenia, anxiety, eating disorders, bipolar affective disorders, obsessive compulsive disorders as well as personality disorders and some self-harming behaviour
- injury to the body or brain
Whether a person is disabled for the purposes of the Act is generally determined by reference to the effect that the impairment has on that person’s ability to carry out normal day-to-day activities. A person, who was considered to be disabled or is in remission, continues to be considered disabled even when the effects of the disability have subsided.
Information for individuals referred to Occupational Health
Guidance for managers
