Health surveillance for employers

It finds the early signs of work-related ill health while they can still be acted on, and shows whether your control measures are working. Results tracked over time are also your evidence that the legal duty is being met.

Yes, where the risk assessment identifies exposure to noise, vibration, hazardous substances or another hazard the regulations name. The duty does not depend on the size of the employer.

Health surveillance is a legally required, ongoing programme of checks tied to specific workplace hazards, to detect early signs of occupational ill health in at-risk employees. Health screening is a broader, voluntary assessment of general health not linked to a particular hazard.

It depends on the hazard. Hearing checks are annual for the first two years and every three years after that, and spirometry is annual. HAVS checks follow HSE's tiered scheme, from a screening questionnaire to a clinical assessment.

Yes. Audiometry is a core part of our surveillance programmes for anyone exposed to workplace noise, as required under the Control of Noise at Work Regulations 2005. We take a baseline when someone enters the role, then repeat checks at the intervals HSE guidance sets, on site at your premises or at our Surrey clinic.

Yes. Spirometry sits within our respiratory surveillance for employees exposed to dusts, fumes or respiratory sensitisers under the COSHH Regulations 2002, alongside symptom questionnaires. It helps catch the early signs of occupational asthma and other lung conditions while they are still manageable, with results reviewed by our clinical team.

Yes. Our hand-arm vibration (HAVS) surveillance follows HSE's tiered approach for the Control of Vibration at Work Regulations 2005, from screening questionnaires to a clinical assessment by an occupational health professional, for employees who regularly use vibrating tools or machinery. Baselines are taken before exposure starts wherever possible.

The result is reviewed by a clinician and, where needed, escalated to a qualified occupational health physician – typically within 72 hours. This may lead to a referral for further assessment, a recommendation to reduce exposure, or advice on adjusted working. You receive plain-language advice and clear next steps; the clinical detail stays confidential.

Where surveillance is legally required, employees are expected to participate as a condition of working in the at-risk role. They should be told clearly why it is taking place and what happens with the results, and we always talk through any concerns an individual has.

Yes. Our clinicians travel to your premises with the equipment for a full programme, and appointments at our clinic are also available.

Results and records are held in our client portal, which is GDPR compliant, with real-time visibility of programme compliance. Individual health records are confidential and not shared with managers without consent – only fitness-for-work outcomes and compliance data are reported.

Yes. A risk assessment is the starting point for deciding what is required. We can advise on the surveillance appropriate for your sector and roles, and recommend a health and safety partner to complete a formal assessment if you need one.