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Occupational Health consultancy

 

 

Occupational Health consultancy serving Dorset and Hampshire.

  • Bournemouth
  • Ringwood
  • Fawley
  • Holbury
  • Dorchester
  • Weymouth
  • Dibden Purlieu
  • Christchurch
  • Lymington
  • Southampton
  • New Forest
  • New Milton
  • Brockenhurst
  • Lyme Regis
  • Dorset
  • New Forest
  • Hampshire

Occupational Health

 

Adept Occupational Health offer a full range of services to includ DSE Assessments, Occupational Health, Health Surveillance, Night Worker Assessments, Hearing Tests, Industrial Audiometry.

We work with you, tailoring our services to the specific needs of your business. Addressing health and safety shouldn’t be seen as a regulatory burden; it can offer significant opportunities including

  • Reduced costs and risks – employee absence is lower, accidents are fewer; the threat of legal action is lessened.
  • Improved standing among suppliers and partners.
  • A better reputation for corporate responsibility among investors, customers and local communities.

We take a simple approach to Health and Safety consultancy with the experience skills and flexibility to meet the modern company’s requirements.

Specialising in providing Occupational Health supporting companies across a range of industries. We aim to help our clients:

  • Reduce the cost of health and safety compliance.
  • Provide peace of mind, enabling companies to focus on their core business.
  • Ensure compliance that is proportionate, cost effective and relevant to the working environment.
  • Provide and maintain a safe and healthy working environment.
  • Employers’ have a legal duty to create a safe and healthy working environment. A Health and Safety Audit addresses all relevant aspects of management and workplace risk. The comprehensive report that is produced following the audit provides a road map for full compliance with all relevant legislation.

 

occupational health

 

Occupational Health

Occupational Health offers a service providing health surveillance inc lung function, hearing, eyesight, HAVS. new-employment questionnaires and medicals, absence management, long-term sickness reviews, return to work medicals, industry specific medicals and a full range of specialist occupational health services.

DSE Computer Workstation Assessment

A DSE Assessment evaluates the hazards for employees who regularly use computer equipment, including laptops and mobile devices. Our solutions include online or form based self assessments, face to face assessments with a consultant or training of your own staff to carry out the assessments.

Occupational Health Stress Audit

Stress related illnesses cause more lost time at work than any other factor. We can carry out a management level Stress Audit to assess stress levels and to ensure compliance with HSE case law.

 

Health Safety Executive

Occupational Health

 

As an employer, you are required by law to prevent physical and mental ill health in your workers that may occur as a result of your business activities. Your risk assessment will help you decide what actions you need to take to do this.

An important part of occupational health is concerned with how work and the work environment can impact on workers’ health, both physical and mental. It also includes how workers’ health can affect their ability to do their job. Put simply this means the effect of work on health and that of health on work.

In health and safety law, there are things you must do to make sure workers’ health is not adversely affected by their work and that workers are medically fit to carry out their work safely. This includes:

  • implementing health or medical surveillance when necessary
  • ensuring workers are medically fit to undertake the role required (your industry may produce such standards)
  • reviewing your risk assessment when a worker is returning to work following sickness absence or declares a health condition

There are other things that you should do where workers have health conditions or disabilities, either work-related or not. This includes complying with equality legislation when supporting workers both in and returning to work.

There are things that you could do which are aimed at improving the general health and well-being of workers. However, these actions should not be prioritised over the things you must do, should be based on your workers’ needs and be evidence based.

Where health surveillance is required, it is normally set up and delivered with input from a competent occupational health professional, for example an occupational health doctor or nurse.

To ensure you buy the right support, you should:

  • know your health needs – this should be based on your risk assessment
  • use your resources in the most cost-effective way by using a risk-based approach to occupational health
  • consider if you are buying occupational health support for health surveillance only or if you also need support related to other occupational health activities, for example, safety critical medicals or managing sick leave
  • understand the services you require to help you choose an occupational health professional with the right skills and competence
  • assess occupational health professionals’ competence to provide the services that you need, including experience relevant to your type of workplace
  • ask for a visit from an occupational health doctor or nurse to ensure they have observed your work activities. It is vital that they understand your health hazards and risks
  • seek assurance from the occupational health professional that they can provide the services that you require perhaps by asking for testimonials from previous customers

Alongside agreeing a contract, you should discuss and agree with the occupational health professional the detail of a service level agreement. The information they supply you with should be clear and in a user-friendly format. A service level agreement should include:

  • the services that will be provided. This needs to be agreed at the outset of any contract and revisited whenever the contract is renewed
  • involvement in workplace visits and the risk assessment process
  • the resources required to deliver the service you need, including:
    • numbers of staff, skill mix, which considers staff competency
    • location and method of delivery of services
  • the process for referrals to the occupational health professional, including:
    • timescales for appointments, managing missed appointments
    • closing cases with and without referral for further investigations
    • referral of workers for further investigations
  • a system to help you populate the information required for statutory health records
  • assurance of adequate systems to protect workers’ confidentiality and maintenance of medical records:
    • that is compliant with General Data Protection Regulations
    • including a system for transferring medical records (paper and electronic) should you change provider
  • how the occupational health professional will ensure that any equipment used is calibrated and records of this are maintained
  • the frequency of health surveillance
  • what you will do with workers who are found to have work-related ill health who:
    • may no longer be fit to be exposed, or
    • whose exposure may have to be limited
  • the communication pathways between you and the occupational health professional, including:
    • format and timescales
    • what information you agree to provide, for example risk assessments, job specifications
    • communication between human resources, line managers and other relevant staff
    • what information the occupational health professional agrees to supply to you to enable you to manage your workers, for example fitness for work statements following health surveillance (individual and grouped anonymised); where applicable letters on fitness to work following safety critical assessments and managing sick leave
    • provision of additional data and statistics
    • dispute resolution process
  • how you will review the performance of your health surveillance scheme, changes in business needs, including how new hazards, processes and controls will be managed
  • governance arrangements implemented by the occupational health professional or provider; this should include the detail of their audit and review processes

 

 

NEWS

 

The Society of Occupational Medicine (SOM) has entered into a strategic partnership with the Commercial Occupational Health Providers Association (COHPA), with the latter to be merged into SOM.

The organisations said that working together will provide a greater collective voice for occupational health providers, which is now particularly important as more people than ever are off work due to ill health.

SOM and COHPA want to see every employee in the UK gain access to occupational health support.

 

Permission for judicial review of FFI appeals scheme granted

 

It has been reported that Keith Morton QC, instructed by Mike Appleby of Fisher Scoggins Waters, will be acting for a facilities outsourcing company who are seeking to quash the HSE system for deciding Fee for Intervention appeals and to challenge the rejection of its appeals against specific Notices of Contravention.

The judicial review hearing is yet to be fixed but is expected to take place in the early part of 2017.  The permission was granted by Mr Justice Kerr who, when granting permission, observed that:

“It is arguable that the HSE is, unlawfully, judge in its own cause when operating the FFI scheme; and that the scheme is either unlawful or being operated in an unlawful manner.”

JR is about the way decisions made

 

Judicial review is a type of court proceeding in which a judge reviews the lawfulness of a decision or action made by a public body. The reviews are a challenge to the way in which a decision has been made, rather than the rights and wrongs of the conclusion reached.

One commentator on the HSE Construction Web Online Community recently expressed concern about the FFI process in stating:

“Fees for intervention are a blight on a lawful democratic society. They should be banned forever, and paid back by the government. No one should be guilty until tried by a fair judicial process. Innocent until proved guilty is what our legal system is about. Yet the size of FFI effectively makes them a fine.”

JR is not concerned with the conclusions of the process and whether those were ‘right’, as long as the right procedures have been followed. The court will not substitute what it thinks is the ‘correct’ decision.

Occupational Health

  • Bournemouth
  • Ringwood
  • Fawley
  • Holbury
  • Dorchester
  • Weymouth
  • Dibden Purlieu
  • Christchurch
  • Lymington
  • Southampton
  • New Forest
  • New Milton
  • Brockenhurst
  • Lyndhurst
  • Winchester
  • Poole

 

Occupational Health