At Concept Occupational Health, we know that timing is everything—especially when it comes to employee health and well-being.
Too often, occupational health (OH) is brought in as a last resort: when someone has already been off sick for weeks, when stress has taken a serious toll, or when performance is declining due to an ongoing health issue.
But it doesn’t have to get to that point.
Early referrals to occupational health are one of the most effective ways to support employees before problems escalate. When we’re involved early, we can help prevent absence, guide recovery, and keep people feeling healthy, supported, and productive at work. It’s not about ticking a box after a crisis—it’s about acting early, offering the right support at the right time, and building a culture of care and prevention.
Why Early Referrals Matter
Getting occupational health involved early—before a situation becomes critical—can benefit both your employees and your business. Here’s why:
- Improved recovery and outcomes
Early support leads to faster intervention, better management, and a smoother return to work. - Reduced sickness absence
Addressing issues quickly can prevent short-term concerns from turning into long-term absence. - Mental health support
Stress, anxiety, and burnout often build quietly. An early referral helps employees feel heard, supported, and guided before reaching breaking point. - A proactive workplace culture
Acting early sends a clear message: employee health is a priority—not just when it’s urgent, but always. - Better decision-making
OH professionals offer impartial, expert advice to help employers understand what support is needed and how to implement it.
What Employers Can Do
Creating a culture of early referral starts with awareness. It’s about shifting from a reactive approach to a proactive one—and showing employees that their health is taken seriously.
Here’s how you can make early referrals part of your everyday practice:
- Train managers to spot early signs of distress, recurring health issues, or changes in behaviour. The sooner a concern is recognised, the easier it is to act.
- Establish clear referral pathways so managers know when to refer, how to refer, and what to expect. Make the process straightforward and accessible.
- Normalise occupational health as a positive, everyday resource—not something only used in emergencies. It’s about support, not scrutiny.
- Encourage open conversations around well-being. Employees are more likely to speak up early if they feel safe and heard.
- Review internal processes to avoid delays or stigma. Removing unnecessary barriers helps employees get the right support at the right time.
By building these steps into your workplace culture, you send a strong, clear message: we’re here to support you—early, openly, and without judgement.
Looking After Yourself: What You’re Entitled to as an Employee
If your health is affecting your ability to work, it’s important to know that you’re not alone—and you’re not without rights. As an employee in the UK, you’re legally protected and entitled to support that helps you stay safe, well, and treated fairly at work.
Here’s what you should know:
- A Safe and Healthy Workplace
Your employer has a legal duty under the Health and Safety at Work Act to look after your physical and mental well-being at work. That means creating safe, healthy environments that support all aspects of employee health.
- Reasonable Adjustments
If a health condition significantly impacts your day-to-day life, it could fall under the Equality Act 2010. You may be entitled to reasonable adjustments—like flexible hours, adapted equipment, or modified duties—to help you work comfortably and effectively.
- Occupational Health Support
Being referred to OH isn’t about being checked up on—it’s about getting tailored advice to help you stay in work or return safely. OH professionals are here to help, and everything discussed is confidential.
- Sick Pay and Fair Absence Processes
If you need time off, you may qualify for Statutory Sick Pay (SSP) or enhanced sick pay, depending on your contract. You also have the right to a clear, fair absence management process with regular communication and support.
- The Right to Ask Questions
If you’re unsure about your rights or how your employer is handling a situation, it’s okay to ask. Talk to HR, occupational health. You have every right to be informed and supported.
Let’s Change the Narrative
Occupational health shouldn’t be the final step when things go wrong—it should be one of the first things we consider when someone’s health begins to impact their work.
At Concept, we believe that early intervention is one of the most powerful tools an employer has. It helps people stay in work, return with confidence, and feel genuinely supported when they need it most.
This isn’t just about protecting individuals—it’s about protecting productivity, performance, and overall team well-being. When we normalise early referrals and create a workplace culture that encourages people to speak up and seek support, everyone benefits.
Let’s rethink how and when we involve occupational health—and make sure that staying well at work is something everyone has access to from the very start
