A management referral brings in occupational health when someone's health and their job are pulling against each other, whether through absence, performance, safety concerns or a request for adjustments. Used early, it often shortens absence and clarifies what is reasonable at work. Used late, options narrow.
What is a management referral?
The employer (usually HR or a line manager) asks an occupational health clinician to assess the employee and answer specific workplace questions, with consent. It is a support tool, not discipline. The aim is to understand barriers at work and what might help.
When should you refer?
There is no fixed rule. Common reasons include repeated short absences, one absence beyond two to three weeks, doubt about safe performance, uncertainty over adjustments, or planning return after serious illness or surgery. Earlier referral usually means more options for phased return or modified duties.
What to include in the referral
Give enough context for a useful opinion: job title and main duties, why you are referring, relevant absence record, and clear questions (for example, fit for current role, likely return date, adjustments to consider). Include shift patterns or physical demands if they matter. Do not add unrelated personal information.
What happens at the appointment
The employee sees a clinician face to face or by phone. The clinician reviews the referral, discusses health in relation to work, and prepares a report for the employer with consent. The focus is on function and recommendations, not a diagnosis for its own sake.
Using the report effectively
Reports usually answer each referral question and may suggest phased return, duty or hours changes, equipment, further treatment, or a review date. Discuss recommendations with the employee. You are not bound to accept every suggestion, but you should consider them properly and document your reasoning. Query the provider if anything is unclear.
Keeping the process fair
Staff sometimes fear referral means dismissal. Explain the purpose up front and that medical detail is only shared with consent. Apply your absence policy consistently.