Medical examinations

What types of medical examination are there?

As an employer, you have a legal obligation to organise medical examinations for certain employees. Other examinations are arranged voluntarily, on the employee’s initiative. Do you need advice on who falls under which rules, or the practicalities of organising everything? Dial M for Mensura!

• Periodic health assessment: for employees in safety-sensitive positions or exposed to specific risks such as harmful substances, noise or heavy physical demands. The frequency of the examination depends on the nature of the risk and is laid down in law. An occupational nurse can perform interim assessments. 

• Return to work assessment: when an employee returns after at least four weeks of absence due to illness or an accident (only for employees who are required to undergo periodic health assessments). The occupational physician will assess whether your employee is able to resume work (fully or partially), possibly with temporary adaptations. 

• Maternity protection checkup: for employees who are pregnant or have recently had a baby and who are exposed to workplace risks. The occupational physician looks at whether adapted tasks and/or working hours are necessary to protect the health of the mother and/or child. 
  
  

• Discretionary checkup: employees can always consult the occupational physician themselves if they experience work-related health problems.  
  
  

• A visit prior to returning to work is an informal, voluntary and confidential meeting between an employee who has been on long-term sick leave and the occupational physician. This type of examination is important for reintegration. If there is a good relationship between you and your employee, this is a much less arduous process from the administrative viewpoint than the reintegration examination. 
  
  

• Reintegration examination: when an employee has been on long-term sick leave and you want to look at whether they can resume work (possibly with adaptations). It’s the starting point of a formal reintegration process, which can be requested by you as the employer or your employee. 
  
  

• Preliminary health assessment: this must always take place before an employee starts in a high-risk position. 
  
  

• Examination at the employer’s request: as an employer, you can request a medical examination if your employee is experiencing work-related complaints or if you are concerned about their physical or mental health. The occupational physician will then discuss with you whether a consultation is necessary. 

From medical examination to wellbeing in the workplace

A medical examination is never an end in itself – in fact, it is of little use in isolation. It’s only of value as part of a broader strategy that helps prevent absenteeism and keep employees healthy and fit for work. Preventive health monitoring thus creates a win-win situation for you and your employees:

• Less absenteeism: by identifying health problems early, you can take action before they escalate. By doing so, you will avoid long-term absences and all the associated costs.
  
  

• Higher productivity: healthy employees feel more energetic, are more resilient and go about their work with greater zest – and you’ll notice this in the results.
  
  

• Enduring fitness for work: it’s crucial to keep employees healthy and active for longer in our tight and fast-changing labour market.
  
  

• Long-term cost savings: prevention is much cheaper than cure. Early detection of health risks prevents complex medical procedures and long-term absences.