Occupational fitness assessments are a common part of place of business fitness and protection inside the UK. They are designed to ensure employees are fit to carry out their roles, to provide support for those with health conditions, and to help employers meet their legal obligations. While these assessments are not usually something to fear, many employees feel nervous about what to say—or what not to say—during the process.
If you have been invited to an occupational health meeting, it’s important to know how to approach the conversation. Inappropriate, misleading, or overly personal statements could affect the outcome of your assessment. This guide will walk you through what not to say to occupational health UK and how to communicate effectively for the best results.
1. Why Occupational Health Assessments Happen
Occupational health appointments in the UK typically occur when an employer needs professional advice on an employee’s ability to work, adjustments they might require, or support for a long-term condition. They are not disciplinary meetings, but rather assessments to help align workplace conditions with the employee’s health needs.
However, even though they are supportive in nature, the information you provide can have consequences for your role. That’s why it’s important to understand which statements to avoid.
2. Never Lie About Your Symptoms
One of the biggest mistakes is providing fake or exaggerated information. Lying about your health might seem like a way to protect your job or gain extra support, but it can backfire. Occupational health professionals are trained to assess your condition, and inconsistencies in your account can be flagged.
Instead of making inaccurate claims, be honest about your symptoms while avoiding unnecessary overstatements. This ensures the recommendation given is relevant and accurate.
3. Avoid Saying “I Can’t Do My Job at All”
If you tell occupational health that you cannot perform any aspect of your job, it may raise concerns about whether you can remain in your role at all. While it’s important to acknowledge limitations, try to frame your statements in terms of what you can do and what adjustments would help.
For example, instead of saying, “I can’t do my job at all,” you might say, “I can manage my tasks if I have flexible working hours” or “I may need some equipment to help me work safely.”
4. Don’t Blame Your Employer Without Evidence
While you might feel that workplace issues have contributed to your health problem, directly blaming your employer without providing clear facts can make the conversation confrontational. Occupational health practitioners are neutral and aim to focus on solutions rather than disputes.
If you believe work-related factors are involved, present them factually and avoid emotional accusations. This keeps the discussion productive.
5. Steer Clear of Overly Personal Information
It’s important to remember that occupational health focuses on information relevant to your ability to work. Sharing unnecessary personal details—such as unrelated family disputes, private financial problems, or unrelated medical issues—can confuse the assessment and may even make you appear unfocused.
Keep your responses relevant to your job, workplace conditions, and health needs.
6. Don’t Promise More Than You Can Deliver
Sometimes, employees feel pressured to agree to return to work earlier than they are ready, or to take on more duties than their health allows. Over-promising might seem like a way to please your employer, but it could harm your recovery or result in performance problems later.
Be realistic about your capabilities, and don’t commit to tasks that you know will be too challenging for your current health status.
7. Avoid Minimising Your Health Issues
Just as exaggerating symptoms is a mistake, so is downplaying them. Saying “It’s nothing serious” when you have ongoing pain, mental health concerns, or chronic conditions can prevent you from getting the support you need.
Occupational health assessments are an opportunity to highlight areas where you need help, so be open and honest about your limitations without fear of judgment.
8. Never Refuse Reasonable Adjustments Without Thought
If occupational health suggests changes to your role or working environment, dismissing them immediately without consideration can make it seem like you are unwilling to cooperate.
Even if a suggestion doesn’t sound ideal, listen carefully and discuss your concerns before rejecting it outright. You may find that adjustments make your work life easier and protect your health.
9. Don’t Compare Your Situation to Others
Statements like “My colleague had the same problem and got more time off” can make the discussion about fairness rather than your specific needs. Occupational health decisions are based on individual circumstances, not comparisons.
Focus on explaining your personal experience and requirements rather than referencing other people’s situations.
10. Avoid Confrontational or Defensive Language
Approaching the meeting with hostility or defensiveness can damage communication. Phrases like “This is pointless” or “You’re just trying to get rid of me” can create tension and reduce trust.
Instead, approach the conversation as a collaborative effort to find solutions that benefit both you and your employer.
Final Thoughts
Understanding what not to say to occupational health UK can help you navigate the process with confidence. These assessments are meant to protect your well-being and ensure that you can work safely and effectively. By avoiding misleading, confrontational, or irrelevant statements, you can keep the conversation productive and focused on solutions.
Remember, the goal is not to catch you out, but to ensure your role is suitable for your health needs. Be honest, stay calm, and focus on what will help you do your job to the best of your ability.
