How Is An Occupational Fitness Review Different From Routine Employee Health Screenings?

Quick Overview:An occupational fitness review is different from routine employee health screenings in several ways. While routine employee health screenings focus on general health and wellness, an occupational fitness review specifically evaluates an individual’s ability to perform their job duties safely and effectively. This type of assessment takes into account the physical demands of a specific occupation and helps employers determine if an employee is fit for duty or may require accommodations.

5 Supporting Facts:
1. Specificity: Routine employee health screenings typically cover general health indicators such as blood pressure, cholesterol levels, and body mass index (BMI). In contrast, an occupational fitness review assesses an individual’s functional capacity to perform specific job tasks.
2. Job Task Analysis: Occupational fitness reviews involve a detailed analysis of the physical requirements of a particular job. This includes identifying essential functions, physical exertion levels, lifting capacities, repetitive motions, etc.
3. Legal Compliance: Occupational fitness reviews help employers comply with legal obligations related to workplace safety and accommodation under human rights legislation.
4. Accommodation Planning: Unlike routine employee health screenings that may only identify potential risks or issues without providing solutions, occupational fitness reviews offer recommendations for reasonable accommodations when necessary.
5. Return-to-Work Assessments: Occupational fitness reviews are often used during the return-to-work process after an injury or illness to ensure employees can safely resume their previous roles.


Q1: Are occupational fitness reviews mandatory?
A1: The requirement for occupational fitness reviews varies depending on jurisdiction and industry-specific regulations.

Q2: Who conducts these assessments?
A2: Occupational therapists or other qualified healthcare professionals typically conduct occupational fitness reviews.

Q3: Can employers use the results of routine employee health screenings instead?
A3: Routine employee health screenings do not provide sufficient information about an individual’s ability to perform specific job tasks; therefore they cannot replace dedicated occupational fitness reviews.

Q4: How often should employees undergo these assessments?
A4: The frequency of occupational fitness reviews depends on various factors, including job demands, changes in health status, and legal requirements.

Q5: Can an employee refuse to undergo an occupational fitness review?
A5: In some cases, employees may have the right to refuse assessment; however, this refusal could impact their ability to perform certain job duties or be considered fit for duty.

Q6: What happens if an employee is deemed unfit for duty?
A6: If an employee is found unfit for duty based on the results of an occupational fitness review, employers should explore reasonable accommodations before considering termination.

Q7: Are there any privacy concerns with these assessments?
A7: Occupational fitness reviews must adhere to privacy laws and regulations. Employers should ensure that all personal health information is handled confidentially and only shared with individuals involved in accommodation planning.

An occupational fitness review goes beyond routine employee health screenings by assessing an individual’s ability to meet the physical demands of their specific job. These assessments provide valuable insights into workplace safety and help employers make informed decisions regarding accommodation and return-to-work plans. Compliance with jurisdiction-specific regulations is essential when implementing occupational fitness reviews.