Pre-placement health questionnaire review (Occupational health pre-placement questionnaire screening)
A confidential occupational health review of a health questionnaire you complete after a job offer, to decide whether you are fit for the role or need any adjustments.
✓ Medically reviewed by a GMC-registered consultant · last reviewed September 2026 · next review September 2027 · how we review
In short
- A confidential form, reviewed by occupational health, that decides if you are fit for the role or need adjustments.
- It normally comes after a job offer, because health questions before an offer are generally not allowed.
- Your manager does not see the form — only a fitness opinion and any adjustments, with your consent.
- Most people are cleared at this stage; some forms lead to a fuller assessment, not to rejection.
A plain-English summary. The detail — including risks and recovery — is below.
At a glance
A general guide. Your specialist will give you advice for your situation.
Often clears you for the role quickly, with no appointment needed.
Before a job offer, when health questions are generally not permitted under the Equality Act 2010.
An occupational health professional reviews it confidentially against the role's demands.
A prompt, clearly explained outcome with any adjustments specified.
An occupational health professional reviews it confidentially against the role's demands.
Most people are cleared; with consent, the employer receives a fitness opinion and any adjustments, not the form...
You may be contacted by phone or asked to attend a fuller assessment or provide a specialist report.
Any agreed adjustments should be in place; hazardous roles may begin a health surveillance programme.
What is a pre-placement health questionnaire review?
A pre-placement health questionnaire is a confidential form about your health that you usually complete after a job offer. An occupational health professional reviews it to decide whether you are fit for the specific role, whether any reasonable adjustments would help, or whether a fuller assessment is needed.
It is the first step of occupational health screening for many jobs, and most people are cleared at this stage without any further appointment. It is meant to support a safe and fair placement, not to screen you out.
Under the Equality Act 2010, an employer generally cannot ask health questions before a job offer, which is why the questionnaire normally comes afterwards. Crucially, the form goes to occupational health, not to your manager. The employer is told only whether you are fit for the role and any adjustments recommended — not what you wrote or any diagnosis — unless you give specific consent. Occupational health is impartial and advises both you and the employer.
Using the questionnaire to discriminate against a disabled applicant who could do the job with reasonable adjustments may be unlawful.
Types, options & approaches
There may be different ways to do this. The right approach depends on the clinical question and your circumstances.
Questionnaire review versus full pre-placement medical
| Feature | Questionnaire review | Full medical |
|---|---|---|
| What it is | A form reviewed by OH | A face-to-face assessment |
| When used | First step for most roles | Where the form flags a need |
| Examination | None | Yes, where relevant |
| Outcome | Cleared, adjust, or assess further | Fitness opinion with adjustments |
The questionnaire is a screening step; most people are cleared by it, and only some go on to a full assessment.
Preparing for your test
- Read the job description so you can answer in relation to the actual tasks.
- Answer honestly and fully — the form is confidential to occupational health, not your manager.
- Have your medicine list, conditions and any relevant specialist details to hand.
- Note any adjustments that have helped you in previous roles.
- Do not feel you must disclose more than the form reasonably asks for the role.
- Check who the completed form goes to and how your consent works.
- Keep a copy of what you submitted for your own records.
What happens
You complete the questionnaire, usually online or on paper, after a job offer. An occupational health nurse or doctor reviews it confidentially against the demands of the specific role.
Most forms are cleared at this stage, and you simply receive confirmation that you are fit to start. Where something needs clarifying, the reviewer may recommend adjustments, contact you by phone, or arrange a fuller assessment or specialist report before giving an opinion.
With your consent, the employer is told only whether you are fit for the role and any adjustments recommended. They do not see your answers or any diagnosis. Because occupational health is impartial, the reviewer weighs both your interests and the employer's duty to keep people safe.
Is this test right for me?
A good consultation should explore whether it's the right choice for you now — including reasons to wait or consider something else.
May not be suitable if…
- Before a job offer, when health questions are generally not permitted under the Equality Act 2010.
- As a tool to screen out disabled applicants who could work with reasonable adjustments.
- As a stand-in for a proper assessment where the role clearly needs one.
- For an existing employee's health concern, where a management referral is the right route.
Delay or rearrange if…
- The role's demands are unclear, so fitness cannot be judged.
- A specialist report or further information is needed.
- You are acutely unwell and need care before being assessed for work.
- Consent for sharing the outcome has not been properly discussed.
Alternatives to discuss
- A full pre-placement assessment where the questionnaire is not enough.
- A targeted specialist opinion where one condition is the key question.
- Adjustments agreed directly with the employer where fitness is not in doubt.
- No screening where the role carries no relevant health or safety requirement.
Before you decide
Use this as a shared-decision checklist. The aim is not just “can this be done?”, but whether it is right for you, now, with the risks and alternatives clearly understood.
What matters most to me?
Think about symptoms, daily life, work, caring responsibilities, sport, fertility, travel, appearance and anxiety — the right choice depends on your priorities, not just the medical facts.
What are all my options?
Ask about waiting, monitoring, medicines, rehabilitation, a smaller or larger procedure, a different test, NHS referral, or a second opinion where that would help.
What would make me pause?
Active infection, pregnancy, unstable medical problems, smoking, medicines that increase bleeding, poor support at home, or feeling pressured are all reasons to slow down and get tailored advice.
What happens if I do nothing today?
For some problems, waiting is safe; for others, delay can make treatment harder. A good consultation should explain the trade-off in plain English.
Benefits
- Often clears you for the role quickly, with no appointment needed.
- Flags reasonable adjustments early, before you start.
- Keeps your health information confidential to occupational health.
- Provides an impartial review rather than your manager judging your health.
- Routes only those who need it to a fuller assessment.
Risks & complications
- Worry about what to disclose and how it will be used.
- Being asked to complete a fuller assessment if the form flags something.
- A recommendation for adjustments that then needs to be agreed with the employer.
- A short delay to your start date while the review is completed.
- A request for a specialist report before a fitness opinion can be given.
- Disagreement about whether a declared condition affects the role.
- An adjustment the employer says it cannot fully provide.
- An opinion that you are not currently fit for a specific safety-critical task.
- Concern that the questionnaire is being misused to discriminate, which may be unlawful.
The key safeguard is that this is a confidential screening step to support a safe, fair placement — not a way to reject you. Your manager should not see the form itself. If you have a disability and could do the job with reasonable adjustments, the law expects those to be considered. If a questionnaire seems to be used to withdraw an offer unfairly, that may be discrimination, and ACAS or the Equality and Human Rights Commission can advise.
Published figures to discuss
This is a paper-based screening step, not a procedure, so there are no complication rates to quote. What varies is the chance of being cleared outright, cleared with adjustments, or referred on — this depends on the role's demands, what you declare and the standards applied. Safety-critical roles use stricter thresholds because of the risk to you and others.
| Figure | Reported range | How to interpret it | Source / confidence |
|---|---|---|---|
| Physical harm from questionnaire review | None expected | This is a screening and triage step; any risk comes from poor interpretation or missing the need for a proper assessment. | HSE — Health surveillance and occupational healthhse.gov.ukSource-linked context |
| False reassurance from self-report alone | Recognised limitation | Questionnaires can miss undeclared, misunderstood or unstable conditions, especially in safety-critical work. | Guide sourcesClinical context |
| Unnecessary referral or delay | Role- and answer-dependent | Over-cautious screening can delay work if the follow-up question is not clearly tied to the actual job risk. | HSE — Health surveillance and occupational healthhse.gov.ukSource-linked context |
| Confidentiality or equality-law error | Important governance risk | The employer should receive fitness and adjustment advice, while sensitive medical detail stays confidential unless explicit consent is given. | HSE — Health surveillance and occupational healthhse.gov.ukSource-linked context |
These are literature figures, not a personalised prediction. Your own risks and likely benefits depend on your circumstances, your health, and how your care is carried out and followed up.
What happens afterwards
There is nothing physical involved. 'Afterwards' is about the review outcome, what the employer is told, and whether a fuller assessment follows.
- Being cleared from the form alone with no appointment.
- Being contacted for a short clarifying conversation.
- Being referred for a fuller pre-placement assessment.
- Discussing recommended adjustments with your employer before starting.
Aftercare
- Keep a copy of the questionnaire you submitted.
- Check that any recommended adjustments are put in place as you start.
- Ask occupational health what was shared with your employer if you are unsure.
- Attend any fuller assessment or specialist appointment requested.
- Follow up with your own GP on any health concern the process highlighted.
- Raise concerns through HR, ACAS or the EHRC if you feel the form was misused.
- Job description to answer against
- Up-to-date medicine and condition list
- Relevant specialist details, if any
- Notes on adjustments that have helped before
- A copy of your submitted form
- Understanding of who sees the form and your consent rights
⚠ Get urgent help if…
- Being asked to complete a health questionnaire before any job offer is made.
- A manager asking to see your completed health form directly.
- An offer withdrawn on health grounds without reasonable adjustments being considered.
- Feeling pressured to leave out a condition that could affect safety.
- A new or worsening health problem that the form prompted you to notice — see your GP.
Who to contact: your clinician, clinic or test provider first (keep their number to hand). For urgent advice when you can't reach them, call NHS 111. In an emergency, call 999.
General guidance — it doesn't replace the specific advice your specialist gives you.
Results & realistic expectations
A good outcome is a prompt, confidential decision: cleared for the role, cleared with sensible adjustments, or a clear plan for a fuller assessment. It supports a safe and fair start without sharing your private health details.
The review cannot diagnose or treat anything, cannot predict your future health, and is specific to the role and information given. Being cleared is not a guarantee that no health issue will ever arise at work.
The review relates to the role and the information you gave at the time. A substantial change in your health or your job may require a fresh assessment. For hazardous roles, the questionnaire is only the entry point to ongoing health surveillance throughout employment.
Related tests, treatments or support
A questionnaire review often leads into a full pre-employment medical where needed, and into health surveillance for hazardous roles. If health issues arise once you are in post, a management referral assessment is the usual route. These are covered in the related guides.
Follow-up & long-term care
Most reviews need no follow-up beyond confirming you are fit to start. Where adjustments, a fuller assessment or surveillance are recommended, occupational health arranges the next step. Any new health concern should be followed up with your own GP.
- Tell occupational health if your health changes in a way that affects your work.
- Attend any health surveillance appointments for hazardous roles.
- Keep a record of any adjustments agreed from the review.
Repeat, follow-on and what comes next
- A questionnaire can lead to a fuller assessment rather than a final answer.
- Adjustments recommended need the employer to agree and put them in place.
- A fresh review may be needed if your health or the role changes.
Ask what happens if the result is unclear or needs repeating, and what is included if further tests or follow-up are needed.
What good aftercare looks like
- A prompt, clearly explained outcome with any adjustments specified.
- Confirmation of what the employer was told and what stayed confidential.
- A route to query or correct the outcome and to raise discrimination concerns.
- Onward referral to your GP for any new health concern, and a clear next step where a fuller assessment is needed.
What affects the cost
Costs vary a great deal between people and providers, and we don't publish prices. What matters is understanding what drives the cost and making sure your quote is complete. The main things that affect it:
- Whether a simple form review or a tailored, role-specific questionnaire is used.
- How many forms an employer's occupational health provider processes.
- Whether the review leads to a phone consultation or fuller assessment.
- Whether a specialist report is requested before an opinion.
- How quickly the employer needs the outcome.
- Whether the role requires ongoing health surveillance to be set up.
- What the questionnaire review covers and who carries it out.
- Who receives the outcome and what it will contain.
- That your answers stay confidential to occupational health unless you consent otherwise.
- Whether you can see the opinion before it is sent.
- Turnaround time for the review.
- What happens, and any further cost, if a fuller assessment or specialist report is needed.
On the NHS? Pre-placement questionnaire reviews are an employer-arranged occupational health service, not NHS care that individuals can request for themselves.
You're entitled to your total cost in writing — including reports, follow-up and what happens if the result is inconclusive — before you decide.
Consent traps and marketing red flags
These are not small details. They are often where patients lose choice, time to reflect, or realistic expectations.
Consent traps
- Not realising the form is confidential to occupational health, not the manager.
- Not knowing what the employer will be told versus what stays private.
- Not being offered sight of the opinion before it is sent.
- An employer using questionnaire information to discriminate, contrary to the Equality Act 2010.
Marketing red flags
- Describing the form as a way to 'filter out' candidates.
- Sending health questionnaires before a job offer is made.
- Implying answers will be passed to managers.
- Treating reasonable adjustments as optional rather than a legal duty.
Choosing a specialist safely
- Check the specialist is on the GMC Specialist Register for this area.
- Make sure they work at a CQC-registered service, and look for membership of the relevant Royal College or professional body.
- You're entitled to time to consider and to have your questions answered before you agree — the specialist who looks after you should explain it, not a salesperson.
- Be wary of pressure: time-limited offers or deposits taken before you've had time to think are red flags, not bargains.
- You're entitled to your total cost in writing — including any follow-up — before you decide.
Questions to ask your medical professional
Take this to your consultation. A good specialist will welcome every one of these.
- Who reviews this form, and who can see my answers?
- What will my employer actually be told about my health?
- Will I need a fuller assessment, and if so what does that involve?
- What reasonable adjustments could be recommended for this role?
- Can I see the opinion that is sent to my employer?
- How is this information stored and how long is it kept?
- Are you on the GMC Specialist Register for this area, and which Royal College or professional body are you a member of?
- Will you be the specialist who carries out my test, and who looks after me afterwards?
- What are the risks for someone like me, and how often do your own patients have a problem or need it repeated or redone?
- What does a realistic result look like — and what can this test not achieve?
- What are my options, including waiting, doing nothing for now, or choosing a different approach?
- Can I have written information, results and aftercare instructions in a format I can use, including any accessibility or communication support I need?
- What is the total cost in writing, including any follow-ups, and how much time do I have to decide?
Frequently asked questions
Why am I being asked health questions after I've been offered the job?
Will my manager see what I write?
Does completing the form mean I'll have to attend a medical?
Can I lose the job because of what I declare?
Do I have to fill it in completely honestly?
Is occupational health acting for my employer?
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How we made this page
Medically reviewed by a GMC-registered consultant. Written in plain English, checked against NHS, NICE, GMC and relevant Royal College / specialist-society guidance, and kept under review. No clinic paid to appear on this page, and we publish no pricing. This is general information to help you prepare — it is not a substitute for advice from your own clinician. How we review our guides →
Source hierarchy: UK regulator and NHS/NICE guidance first, then relevant Royal College or specialist-society guidance, then peer-reviewed evidence for procedure-specific figures where available.
Sources & standards: EHRC — Pre-employment health questions (Equality Act 2010) ACAS — Reasonable adjustments at work Faculty of Occupational Medicine — Good Occupational Medical Practice HSE — Health surveillance and occupational health Society of Occupational Medicine — Work and health resources
Reviews reflect patients' experience of care, not clinical outcomes. For procedure volumes and outcome data see PHIN.
Last medically reviewed 2026-09-21. Spotted something wrong or out of date? Report an error in this guide.
Related guides: Pre-employment medical · Management referral assessment · Sickness absence review · Medicals and fit-to-work certificates · Cabin crew medical