My sincere thanks to Wayne Campbell MD of Healthy Performance for sharing his thoughts on the importance of staying hydrated, especially relevant during our current spell of hot weather in the UK. All of us at Corporate Health hope you enjoy the sunshine, but be safe and stay healthy! Stay Calm, Keep COOL!! With
Health Surveillance is a key component of ongoing, systematic and proactive health and wellbeing (at work) for many organisations, especially those whose employees are potentially put at risk by their working environment. Health Surveillance is a legal requirement under the Health and Safety at Work Act 1974, the Management of Health and Safety at Work
Occupational Health (from Corporate Health anyway!) will deliver; clear, decisive and commercially focused advice and reports. OH can make the difference between an absence going on and on, seemingly forever, or actually helping HR and managers to make some tough decisions, more often than not, getting the employee back to work. Surely, we have all now read enough about the cost of absence (No?! click here for
One of the many great things about my job, is the opportunity to meet so many people with a passion for what they do and care about, none more so than Jacqui Flisher of A New Way Education. Jacqui is passionate about raising the awareness of Dyslexia in adults and children and working with them, their
Corporate Health provides an extensive range of Occupational Health services to clients throughout the UK and these services include the provision of health surveillance.
What is health surveillance?
Health surveillance is the adoption of process driven, regular procedures that are put in place to ensure the detection of the early signs of work-related ill health amongst employees who are, by virtue of their job, exposed to certain health risks. It is an employers duty-of-care to their employees, to reduce the risks to the employees’ health. The employer must also act on the results of health surveillance.
A range of specific techniques are required to comply with the law. So where to start?
Employee self checking and awareness are an important part of any surveillance project but alone will not comply with the regulations. However, a range of specific techniques will have to be selected from and will include;
- A ‘responsible person’ looking for a clear reaction where an employee is working in an environment that could harm their health
- A ‘qualified person’ such as an occupational health nurse carrying out specific tests, for example audiometry
- Medical surveillance conducted by a doctor, such as a clinical examination
- Biological monitoring to monitor the effects of exposure to chemicals, this is done by testing blood, breath or urine samples
- Keeping individual health records – health records are very important as they will provide; a clear record of an employees previous health surveillance checks, a record of the positions that involve exposure to substances or processes that require health surveillance and finally information for the HSE or your local authority inspectors to demonstrate that health surveillance is being conducted.
Okay, so why bother?
Health surveillance can help amongst other ways by providing information regarding the detection of harmful health effects at an early stage, helping to protect your employees and confirm if they are still considered fit to do their roles.
To confirm that the processes you have in place such as control measures are actually working. And to be mindful of further action that may be required.
Data – health records will help detect and evaluate health risks on your organisation’s site(s).
It provides a great opportunity to further instruct employees in safe and healthy working practises, such as using personal protective equipment and doing so consistently.
If you would like more information on this subject, please get in touch via our website. We offer a workforce and health surveillance project application that clearly identifies the roles that need checking, the types of surveillance required and the likely length of each test(s) for an employee. This has proven to be useful to clients to minimise the operational impact of conducting health surveillance on site.
All the best
Just a quick update on the Flu vaccinations program 2012 from the offices of Corporate Health, situated on the Slough Trading Estate (to set the idyllic scene!)
Our first batch of Flu vaccination orders is now complete, with vaccinations being administered at our clients sites throughout the UK, as well as at our Slough Medical Centre. For those that know the Slough Trading Estate (SEGRO), our offices are situated close to what may well be the UK’s busiest Greggs!
When compared to 2011, our clients would seem to be approx. 3 weeks ahead and have committed to their flu programs earlier. This may well have been driven by concerns about the availability of vaccines, following the problems encountered by one of the vaccine manufacturers.
We are now in the midst of the second wave of bookings, with plenty of vaccine available.
Flu and why offer the vaccine to your employees?
Flu is extremely infectious and is passed on through sneezing, coughing and hand to hand contact, also it can be transmitted indirectly from touching items such infected door handles and telephones.
Offering your employees a flu vaccination has a many benefits such as – reducing employee sickness absence and maintaining productivity; demonstrating a firm commitment to your employees health & wellbeing, as well helping to protect the wider community.
If you have concerns or questions about offering your employees a flu vaccination, please contact us via this link. We would be delighted to help you and provide a quote whether for onsite (at your premises – UK wide) or at our Slough Medical Centre. Concerns you may have; such as employee consent are easily managed. We are here to help.
All the best
We (Corporate Health) work in an environment that is dominated by price, to the point that often the cost of providing an OH Nurse or Physician is viewed as more important that the quality of work delivered! However HR and line managers quite rightly want to receive a high level of quality and clarity in