We understand that absence and performance issues are time‑sensitive. We work to prompt timeframes so managers are not left waiting unnecessarily for advice.
Our reports focus on clear answers to your questions: fitness for work, likely timescales, recommended adjustments and next steps. We avoid jargon and make it obvious what you can reasonably consider doing.
We are independent and clinically led, but commercially aware. We give advice that supports employee health while recognising operational realities and legal obligations.
Audiometric testing can be delivered alongside other health surveillance – such as spirometry, HAVS, skin checks and vision screening – giving you a more coherent and cost‑effective occupational health programme.
Every management referral should leave HR and managers clear on what an employee can do, not just what they cannot. Our management referral and case conferencing model is designed to give you practical, detailed recommendations you can actually use.
For any referral, Clarity can provide:
Before the consultation, we:
Review the referral form and clarify the questions you need answering.
Discuss the background and “unwritten” context that may be useful for the clinician.
Agree the focus and direction of the referral so the advice is relevant and proportionate.
This means the clinician goes into the consultation with a clear understanding of the role, the issues and what you need to know.
Following a management referral and assessment, you receive a report that addresses the questions you asked in the referral and may include:
An opinion on the employee’s fitness for work (now and over the short term).
An indication of likely timescales for return to work or improved attendance.
Recommendations for temporary or longer‑term workplace adjustments.
Advice on phased return options, redeployment or role modification where appropriate.
Commentary on whether the condition may meet disability definitions, to help you consider your duties.
We do not provide detailed clinical records; instead, we give managers the information they need to make decisions while maintaining employee confidentiality.
Common triggers for a management referral include:
Long‑term sickness absence (for example, continuous absence of four weeks or more).
Frequent short‑term absence where a health pattern may be emerging.
Concerns that work may be contributing to health issues.
Concerns that health or medication may affect safety‑critical duties.
An employee asking for adjustments or support linked to a health condition.
Complex return‑to‑work situations, especially after significant illness or surgery.
If you’re unsure whether a case is appropriate for referral, our team can talk it through and advise on the best route.
Following a management referral and assessment, you receive a report that addresses the questions you asked in the referral and may include:
An opinion on the employee’s fitness for work (now and over the short term).
An indication of likely timescales for return to work or improved attendance.
Recommendations for temporary or longer‑term workplace adjustments.
Advice on phased return options, redeployment or role modification where appropriate.
Commentary on whether the condition may meet disability definitions, to help you consider your duties.
We do not provide detailed clinical records; instead, we give managers the information they need to make decisions while maintaining employee confidentiality.
We challenge when cases are drifting or patterns are being missed, helping you see where earlier occupational health input could make a difference.
We innovate by using remote, clinic and on‑site routes to make it easier for employees to attend assessments and for managers to access advice quickly.
We are driven to deliver – timely appointments, prompt reports and responsive follow‑up when managers need clarification.
Collaboration drives us forward as we work with HR, health and safety, line managers and sometimes employee representatives to support sustainable solutions.
If you are managing a difficult sickness absence, a complex health situation or a challenging return to work, Clarity can provide clear occupational health advice so you are not making decisions in the dark.
There are several reasons you might be referred: the most common include absence from work due to a health condition, injury or illness; frequent short‑term absences; a health issue that may be affecting your ability to do your job; or a work issue that is impacting your health and wellbeing.
A management referral is when your manager asks Occupational Health for independent, confidential advice about how your health and your job affect each other, so they can make informed decisions about support, adjustments and future absence management.
You will usually be asked to give your consent before a management referral goes ahead. You can refuse, but this may mean that your employer has to make decisions about your employment or absence without the benefit of medical advice, which can limit the options available.
At the appointment, the Occupational Health clinician will discuss the reasons for your referral, go through the referral form with you, review any information you have provided and may examine you if relevant. They will then provide advice about your fitness for work, likely duration of any sickness absence and possible adjustments or rehabilitation options.
The report normally answers the specific questions your manager asked on the referral form and may cover medical fitness to work, likely duration of sickness absence, how any disability or health condition affects your day‑to‑day work and recommendations that could support an earlier or sustained return to work. Recommendations are advisory; your manager decides what is reasonable and practical.
No. Occupational Health shares only relevant information needed to answer the referral questions, not your full medical records. The details included in the report are discussed with you at the consultation, and your records are held securely by Occupational Health in line with data protection and confidentiality rules.
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