A structured post offer process helps you to:
Confirm that new employees have the personal, physical and psychological capability to undertake the role safely.
Identify any existing health conditions that may require support or workplace adjustments.assets.publishing.service.
Reduce the risk of future sickness absence and work‑related ill health by addressing issues early.
Establish a clear baseline if health issues, capability concerns or claims arise later in employment.
Meet your obligations around disability, equality and reasonable adjustments, using an appropriate clinical process.assets.publishing.
For employees, it provides a confidential opportunity to highlight any concerns about how the job might affect their health, or what support they may need to perform at their best.
Screening is tailored to the role and workplace risks identified in your needs assessment and risk assessments, so people are not over‑ or under‑screened.
Most candidates complete a secure health questionnaire that focuses on relevant health issues and job demands. Occupational health reviews responses and only requests further information or appointments when necessary.
Where questionnaires indicate potential issues, or the role is safety‑critical, we can arrange telephone, video or face‑to‑face assessments. This may include targeted tests, for example where hazards or regulatory standards apply, as part of the wider entry‑screening cycle.
You receive an outcome focused on fitness for role, potential restrictions, suggested adjustments and any need for ongoing surveillance, not detailed clinical information. This protects confidentiality while giving managers what they need to plan work.
Clarity typically uses a two‑stage approach that keeps the process efficient for HR while maintaining clinical rigour.
New starters complete a secure, role‑specific questionnaire online.
HR can track progress via an online dashboard and automated status updates.
Customisable email invitations with unique PIN logins make it easy to integrate into your onboarding process.
Information is captured electronically, supporting a paper‑free, auditable process.
Where the questionnaire flags a potential issue, Clarity’s Occupational Health Advisors review the information and, if needed, arrange a telephone or face‑to‑face assessment.
Advisors may consider targeted checks depending on the role and risk profile (for example, vision, respiratory or musculoskeletal issues, or baseline health surveillance where appropriate).
The outcome is a clear fitness‑for‑role opinion, with practical recommendations for any adjustments, restrictions or further review required.
Managers receive a concise fitness outcome and recommendations, not detailed medical information, ensuring privacy and compliance with data protection requirements.
Post offer medicals can be scaled and delivered to match your recruitment patterns and geography.
Online questionnaires for all relevant new starters, regardless of location.
Follow‑up assessments by Clarity’s OH Advisors via phone, video or in person as needed.
Where in‑person checks are required, options include on‑site clinics, Mobile Medical Units or local clinic appointments close to the employee’s home or workplace.
This blend of digital and clinical input helps you move quickly from job offer to start date, while still putting robust, defensible health checks in place.
If you want new starters to arrive with the right support in place, and your organisation protected from avoidable health and safety risks, Clarity can design a screening approach that fits your roles and sector.
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