Many employers as well as HR and health professionals are often confused with the various reports that can be obtained to support employees remain or return to work. Then there is the question of workplace adjustments and who should provide these and who is best qualified to do so.

GP Reports

Employers may request a report from the employees GP, usually on the advice of HR to provide on an employee’s fitness for work.

The report will usually give employers some information regarding the medical condition and any ongoing or planned treatment. In reality, the information received will be similar to what your employee has already told their employer. The report may advise light duties or a phased return, although often this is missed off and is left for the employee to agree this with their employer.

The length of the report is usually quite short to cover the main facts and  will cost the employer anywhere between £100 and £150. It is also likely to take several weeks or even months before the employer receives any report.

Due to these factors, GP reports are not commonly used unless employers want to know more about the cause of absence and ongoing treatment. These reports are also not a priority for busy GP’s having to deal with large numbers of patients. Also, the Fit Notes that are provided by GP’s ( when off more than 7 days ) has a section highlighting whether they are fit unfit or require lighter duties. This is rarely completed with many GP’s consider that it is not their job to inform employers about an employee’s fitness or work.

Occupational Health Reports

Employers or HR may request a report from Occupational Health when the employee is either absent long term, having regular short periods of absence or due to performance issues. Some reports are requested automatically following absence due to a mental health or musculoskeletal condition as these are the leading causes of sickness absence.  

These reports are completed following a management referral form where the manager can ask specific questions such as; the employees’ fitness to do their job, how likely that will be affected and whether and also if the Equality Act applies for reasonable adjustments.

If the employer uses an external provider, then the report can vary from £150 to £450 depending on whether it is completed by an Occupational Health Nurse of an Occupational Health Physician.

The assessment can take up to 1 hour to complete and the report is usually completed and returned within 3-5 days depending on agreed key performance indicators.

The report in contrast is more in depth and usually covers 1-2 pages. Depending on the referral information, the report will cover areas such as;

• Proactive rehabilitation/phased return to work advice
• Ergonomic factors
• Functional limitations
• Likelihood of future absences
• Prognosis of condition
• Assessment of fitness to attend a disciplinary hearing
• If the condition is work related
• What reasonable adjustments are indicated
• If a stress risk assessment is required
• Is frequent short-term absence due to a medical condition or not.

On receipt of the report, employers usually have far more information about how to manage the employee’s health at work and any work issues that could impact the health of the employee.

Working with Occupational Health also means that they have far greater knowledge of the workplace. Also, if employees are referred early, even before an absence occurs, they are less likely to go off work.

Workplace Needs Assessment Reports

Employers, HR or Occupational Health may request a Workplace Needs Assessment when the employee requires adjustments for a neurodivergent condition or specific learning difficulty.

 The assessment is usually undertaken virtually by trained specialists, usually external providers. Assessments can be undertaken face to face if deemed necessary and requested by the client or employers.

 The assessment takes a holistic approach to identify both the strengths and challenges that employees experience while undertaking their role.

Depending on the level of assessment it can take up to 2 hours to consult the employee and up to 1 hour with each of the stakeholders who are inputting into the assessment.

The report is usually returned to the employer within 4 weeks depending on the information required to be review. The length of the report is significantly larger and can be up to 8-12 pages.

There are quite large differences out there as regards the level, content and quality of reports. Therefore, the costs can vary significantly from £400 to £1200 depending on the specialist completing the report.

Depending on the specific neurodivergent condition, the report will cover areas such as:

• History and background
• Current role and adjustments
• Time Management and organisation
• Memory and processing information
• Concentration and focus
• Verbal and written communication
• Sensory impact
• Physical workspace
• Safety health and wellbeing.

This allows the assessor to determine the best support mechanism to recommend such as Assistive Technology, training and coaching to meet the individual’s barriers in their workplace.

The assessor will be familiar with the software available to an employee and while building the report they will be identifying certain software or hardware that would be appropriate to recommend that works within the current employer’s platforms and any security restrictions in place.

On receipt of the report the employer then has to decide which recommendations are to be implemented and it is for them to decide what is a reasonable adjustment.

Ongoing advice and support are provided by the provider with training and coaching being provided as required.

Our workspace assessments are unique.  We employ a 3-Tier system so that you get the assessment that is right for you and the organisation.

• Tier 1 – For new or existing employees to ascertain how to get the best out of them in the workspace.
• Tier 2 – For those having challenges in the workspace or starting to suffer with difficulties with their work.
• Tier 3 – For those who are on performance improvement plans, absent from work or there is a suggestion of litigation. 

Whatever the level you will have a dedicated, qualified assessor to work alongside you and the organisation every step of the way.  Every assessment comes with a reporting element which includes effective reasonable adjustment suggestions as standard.

If you would like to arrange a workplace assessment with Creased Puddle, send us an email to get started.

Robert Manson MSc, NEBOSH (dip)
Neurodiversity Occupational Health Consultant