Rank: Forum user 
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Hi Is anyone able to clarify what (if any) requirements there are to carry out risk assessments for employees suffering from medical conditions? For example, if a member of staff is 'passing out' (not at work), does this require a risk assessment? I am confused as to whether this is a H&S, HR or OH matter. Without the medical information (and experience!), I am not sure how useful a H&S approach would be..... Many thanks.
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Rank: Super forum user 
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If this is anything more than a one-off incident which in being raised one would presume it is then good medical advice is necessary - would you want a company driver passing out at the wheel, an engineer collapsing over an operating lathe, a painter collapsing whilst up a ladder...
Certain medical conditions can dictate or limit employment roles
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 2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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If this is anything more than a one-off incident which in being raised one would presume it is then good medical advice is necessary - would you want a company driver passing out at the wheel, an engineer collapsing over an operating lathe, a painter collapsing whilst up a ladder...
Certain medical conditions can dictate or limit employment roles
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2 users thanked Roundtuit for this useful post.
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Rank: Forum user
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Thanks Roundtuit. So it would be a risk assessment and possibly job rearrangement based on medical advice?
I didn't want to approach it the wrong way around!
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Rank: Super forum user
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Start with the employee, find out what they know and what if anything the medics have said - epilepsy, diabetes, mini-stroke, blood pressure / heart condition. It may already be subject to medication but they could be working towards the correct/ideal dose. Just had an issue with senior who had his meds changed and they were three times too strong resulting in an episode
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2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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Start with the employee, find out what they know and what if anything the medics have said - epilepsy, diabetes, mini-stroke, blood pressure / heart condition. It may already be subject to medication but they could be working towards the correct/ideal dose. Just had an issue with senior who had his meds changed and they were three times too strong resulting in an episode
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2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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If the employee is having these episodes but they have not been clinically diagnosed your first port of call is to get them to thier GP.... If then you have a full clinical diagnosis...your company doctor or you can write to thier GP and ask for some basic information on the diagnosis and treatement...only with the employees consent. This is only asking specific questions about the role and not directly about the condition. Once you have that information, if the employee is in a safety critical position you can then go down the route of changes to thier work patterns and assessment of risk...this may be as detailed as an occupational health assessment of thier work activity and capabilities as a result of the clinical diagnosis. In the short term, talk to them so that when they are at work and if they are happy to divulge information on the issue then use that to update your first aid needs assessment if necessary... It will be a combination of HR, EHS and OH in collaboration to get the best results for the employee
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1 user thanked stevedm for this useful post.
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If you are dealing with a skin condition (whether or not considered possibly work related)I would not myself usually refer them to their GP. GPs are rarely trained in the specialised skills involved in a clinical investigation and assessment of the implications of a skin problem. Even many dermatologists have not had this training. I would always try to get them to a dermatologists specialising in contact dermatitis and equipped to carry out the relevant tests (prick, RAST, ELISA, patch). Without such tests it is difficult to evaluate the potential adjustments needed for that person. It is also important that the dermatologist is appropriately briefed about the working environment, otherwise it is possible to end up with a diagnosis that can best be described as clinically accurate but occupationally irrelevant. If you need more on this feel free to PM me.
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1 user thanked chris.packham for this useful post.
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I would start off by looking at things like the DVLA website which has information about medical conditions which can affect your driving licence and your capability to operate MHE. That should give you a jumping off point for looking at risks in other situations and then you can broaden your scope to suit your situation and the industry sector you work in. I would also suggest that risk assessments like this really ought to be multidisciplinary and involve HR, OH and H&S and should not be a solo venture on anyone's part.
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1 user thanked Hsquared14 for this useful post.
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When carrying out risk assessments don't forget to include the people who actually carry out the task. If you don't there is a real risk that you end up with a risk assessment and subsequent risk management strategy that they will find unacceptable. You then have a real problem!
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1 user thanked chris.packham for this useful post.
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