Everwell has reviewed and modified its pre-employment practices to ensure compliance with the 2010 Equality Act which went live effective 1st October 2010. The new act explains that employees can still have medicals for example to ensure suitability to work or so reasonable adjustments to protect the employees health can be made, etc... but this process needs to be completed only after an employment offer has been made, except in very limited circumstances.

For more details please refer to Government Equality Office web page.

What is Covered?

There is a general legal requirement to ensure that an employer does not put any prospective or existing employee’s health at risk and to make any reasonable adjustments under the Disability Discrimination Act (DDA).  Essentially, any pre-existing health conditions at pre-employment must not be made worse or aggravated by the requirements of the job.  Hence a sensible precaution would be for all prospective employees to have a pre-employment medical or health related paper screen prior to starting work or as soon as possible thereafter.

Read more...