Practical answers about workplace health surveillance.

Use the workplace risk assessment, exposure groups, relevant regulation and competent advice. Job title alone is rarely enough.

No responsible provider can guarantee compliance through testing alone. Surveillance can support an employer’s duties, but risk assessment, exposure controls, records and action remain essential.

It can be scoped that way where delivery coverage is available. Site readiness, consistent inclusion criteria and central recall processes become particularly important.

No. The assessment method must relate to the specific hazard and valid surveillance criteria.

No. Some programmes use annual stages, but frequency depends on the applicable guidance, exposure, baseline, symptoms and previous outcomes.

The result should be interpreted clinically. Next steps may include further assessment, referral, review of exposure controls or checks for similarly exposed workers.

The employer keeps the work-related health record required by the scheme. The occupational-health professional keeps confidential clinical notes and detailed results as the medical record.

HSE states that medical records can only be accessed with the worker’s written consent.

The relevant regulations determine retention. For example, HSE identifies a 40-year period for certain COSHH health records.

It depends on the assessment. Privacy, accessibility, suitable environmental conditions, power and enough time between employees are common requirements.

Hazards, exposure groups, employee numbers, site locations, existing programme information, timeframe and scheduling constraints. Do not send employee medical data.

This site does not make an unverified universal coverage claim. Availability is confirmed for the requested sites during scoping.