Hi all, I was having a discussion with an employee a few days ago regarding a minor accident and the employee in question just so happened to volunteer some information about themselves (regarding if they ever have a serious cut, because their blood doesn't clot, the first thing our first aiders should do is dial 999) that I thought it was a good idea to issue the info to our first aiders. In this case, the employee didn't care who knew (in fact, the more the merrier as he wanted to be sure everybody was aware). It got me thinking though; whilst it might be a good idea to have certain information on file regarding specific first aid requirements, would this also apply to medication? I know first aiders aren't supposed to adminster, but is it a good idea - and even lawful, if the information is voluntered - to compile a list of people's specific medication and/or first aid requirements? I know some people are diabetic, some have heart trouble etc aand I was thinking of putting out a memo to all employees to ask them to volunteer the info - if they so wished - and pass this information onto first aiders (and overs, if they were agreeable) but I wasn't sure if I was going to get myself into "deep water" for doing so. Thoughts? Thanks.

Thank you again A Kurdziel.

In organisations with strict drugs and alcohol policies it is not unusual that anyone taking prescription or over the counter medicine is required to inform the employer in case a random test throws up a result that could be attributed to the medication - generally this information is not shared.

However in this entitled era is your compiling a list wise? What about the newly diagnosed, new starter, changed prescription your First Aiders are yet to be made aware of.

At the end of the day would medical information significantly change what a First Aider does?

Let First Aiders do what they have practiced and medical personnel do what they have trained for.

Thanks all.

To flip it on its head, is there any medical condition that has to be reported by an employee to the employer? I know there is a legal requirement to disclose information to the DVLA if you have a certain 'notifable' medical condition or disability, but I'm not sure if there is anything - post application and interview stage - that an employee has to report to the employer (or whether it is simply advised that they do so); is anyone able to clarify? I only ask because I want people to know that they have the option to provide information that may be relevant for first aid (if they wish to do so) but at the same time, I don't want to confuse people by making them think they don't have to disclose anything, as this may not be the case?

Anything on the RIDDOR notifiables, otherwise how will the employer make notification?

every 6 months I send out an electronic health survey form to all our workers.  it asks about any issues with HAV's, noise / hearing issues, muscular issues etc, but then also about any other conditions such as epilepsy, heart conditions etc.  This is stored and accessible by HR and myself in the office, however as they work on sites this information cannot be transferred to client sites.  If a worker has a new ailment or medication we ask for it so we can check it doesnt impact on their safety (such as balance, fatique etc).

Recently we've had a couple that have admitted to new issues and we've then had a conversation about it, how it affects them AND their mental health impacts.  As long as its relevant and potentially alerts us to something that could injure or kill them or someone else, i dont see any issues.

Also by doing it every 6 months it helps to fight any cases that may appear in years to come about HAV's etc that we werent informed about (dermatitus is another big one)