Understand whether a new starter may need support or adjustments for their role. We combine secure online screening with clinical review where needed, so you can plan their start with confidence.
A well-designed post-offer process can help you:
Consider fitness for the proposed role in relation to its specific duties, demands and workplace risks.
Identify potential adjustments, restrictions or additional support before the employee starts.
Highlight where further occupational health assessment may be helpful before a final fitness outcome is provided.
Support appropriate consideration of disability and reasonable adjustments.
Help ensure safety-critical, regulated or higher-risk roles receive the relevant level of occupational health review.
Create a consistent, auditable onboarding process across teams, locations and recruitment campaigns.
Give new starters a confidential opportunity to share relevant health information or raise concerns about the work they will be doing.
The outcome should always be considered alongside the job requirements, the individual’s circumstances and the organisation’s duty to consider reasonable adjustments.
We tailor screening questions around the essential requirements, duties and known workplace risks of the proposed role. This helps keep health questions relevant and avoids asking for information that is not needed for a legitimate occupational health purpose.
After the job offer, the new starter receives a secure online health questionnaire. They can provide relevant information about their health, medication, past history and any support they may need in relation to the role.
Many questionnaires can be reviewed without delaying the onboarding process. Where further clinical consideration is needed, an Occupational Health Advisor can arrange a telephone, video or face-to-face assessment.
Where enough information is available, we provide a clear occupational health outcome. Where further assessment is required, we provide relevant management advice following the assessment.
Clarity typically uses a two-stage process that keeps onboarding practical for HR teams while ensuring appropriate clinical input where it is needed.
Health information remains confidential. Information shared with the employer is limited to what is relevant, necessary and proportionate for the occupational health purpose of the assessment.
Post-offer medicals can be designed around your recruitment volume, job roles and geographic footprint.
Secure online questionnaires for new starters across the UK.
Follow-up occupational health assessments by telephone, video or in person, depending on what is appropriate.
On-site clinics, mobile medical units or local clinic appointments where a face-to-face assessment or role-specific test is needed.
Flexible support for individual hires, high-volume recruitment campaigns and multi-site onboarding.
Clear status updates to help HR teams plan start dates and follow-up actions.
This combination of digital screening and clinical input can help you move efficiently from conditional offer to start date, while making sure new starters have the right support in place.
You do not need a complete screening policy before you speak to us. Tell us about the roles you are recruiting for, expected hiring volumes and any workplace risks, and we will help you create a practical, proportionate process.
Tell us your workforce size, locations and main risks. We’ll recommend a practical delivery model and respond within one working day.
Tell us a little about your workforce and what you need help with. We’ll call you back to talk through your options and the most practical way to deliver them.
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