How Should Companies Support Employees Diagnosed with Health Issues?

Company Policy on Health Issues

A company conducts medical tests on its employees, and some employees have been diagnosed with a disease. In this case, the company should take steps to support those employees by providing necessary accommodations and assistance as per the company's policy. The company's policy regarding employees with health issues should outline the procedures for handling such situations, including offering medical leave, flexible work arrangements, or any other necessary support to ensure the well-being of the affected employees.

Ensuring a Safe and Healthy Work Environment

Furthermore, the company should assess the working conditions for all employees to ensure a safe and healthy environment. This may involve conducting regular health and safety checks, providing training on workplace hazards, and implementing measures to prevent the spread of diseases or illnesses in the workplace. By prioritizing the health and well-being of its employees, the company can create a positive and supportive work environment for everyone.

If the medical test is carried out as part of a pre-joining formality and the candidate is found to be unfit, you can prevent the employee from joining, provided this is mentioned in the offer letter. At the same time, if the test is conducted after a few months and it is established that the employee was medically fit at the time of joining but has developed medical issues after starting work with the organization, the employer should take responsibility, considering it as an occupational disease. The employee can be treated at the cost of the employer.

I think you are referring to regular annual or semi-annual medical examinations as a part of the company's policy.

Handling Medical Unfitness

If an employee is found to be medically unfit, and you do not have an alternate position where their medical issues do not hamper their work, you can initiate termination proceedings on grounds of medical unfitness. The regular separation rules will apply, including compensation that may be applicable.

Accommodating Employees with Health Issues

Even otherwise, it may be a good idea to try and accommodate them in a position where their health does not impair their ability to work or deliver results. In the end, if nothing works, then only should you look at termination.

If the employee has a problem but it does not make them unable to perform, then you can help by making their working conditions conducive to recovery from their illness. The doctor and medical officer of the company will be able to guide you accordingly.

Hi Abdulrehman-Akhtar,

When employees are found to have a medical condition through company-conducted tests, it's important for the company to handle the situation ethically, legally, and with sensitivity. The specific policies and procedures can vary based on local laws, company policies, and the nature of the medical condition. However, here are some general guidelines:

Confidentiality: Ensure that the medical information is kept confidential and only shared with individuals who have a legitimate need to know. This is often governed by privacy laws and regulations.

Consult Legal Counsel: Seek legal advice to ensure that the company's actions comply with local laws and regulations, including those related to medical privacy and anti-discrimination laws.

Reasonable Accommodations: In many jurisdictions, companies are required to provide reasonable accommodations for employees with medical conditions. This could involve adjusting work hours, duties, or providing necessary equipment to allow the employee to continue working.

Communication: Communicate openly and honestly with the affected employee. Discuss the medical condition, its impact on their work, and explore potential accommodations. It's important to maintain a supportive and non-discriminatory approach.

Review Company Policies: Check the company's existing policies regarding medical conditions and disability. Ensure that they are up-to-date and in compliance with relevant laws.

Employee Assistance Programs (EAP): If applicable, encourage employees to use any Employee Assistance Programs that may be available. EAPs often provide confidential counseling and support for employees facing personal challenges.

Medical Leave and Benefits: If the medical condition requires time off work, the company should follow its policies regarding medical leave and benefits. Ensure that the employee is aware of the available options.

Training for Managers and Employees: Ensure that managers are trained on how to handle situations involving medical conditions. Foster a workplace culture that promotes understanding and support for colleagues facing health challenges.

Follow Up and Regular Reviews: Depending on the nature of the medical condition, establish a system for regular reviews to assess the employee's health status, potential changes in their work capacity, and any adjustments needed.

It's crucial for the company to approach this situation with empathy, respect for the individual's privacy, and a commitment to compliance with legal requirements. Seeking professional legal advice and involving human resources professionals in the process is highly recommended.

Thanks