Fitness for Work – What does this mean?

I was recently asked this question by a Manager attending a training course:

"Is there a set of criteria and what are the employer duties to manage this issue?"

While researching this topic, I found some insightful details on the Victorian Chamber of Commerce and Industry website - “Ensuring your workforce is fit for work”.

When considering health and safety obligations in a workplace, we understand health relates to a person’s physical and psychological health. The term ‘fitness for work’ requires an employee to be in a physical, mental and emotional state to perform work in a safe and competent manner. What may impact their ability to work safely? Various issues may include but are not limited to the nature of work to be undertaken, the environment, hours of work, fatigue, organisational culture and changes. Add in external factors such as challenges in life, events outside of work or in the home, as well as pre-existing medical conditions. The result - the employer is clearly dealing with a complex issue.

As more and more people work for longer, does an aging workforce influence a person's individual capacity to perform their role throughout the term of their employment. Furthermore, does ever changing technology really assist us to work smarter and more productively, or does it create complications?

Employers should ensure employees are fit for work. How can they do this? Systems of work may include:

• Pre-employment medicals and disclosure forms outlining any injury or conditions that employers should be aware of that may impact on the person’s ability to perform the work.
• Policies and procedures supported by ongoing training, information and instruction to ensure employees understand the expected standards and responsibilities.
• Consultation with employees about health and safety risks and controls.
• Reporting mechanisms to raise issues or report hazards.
• Targeted programs, including mental health support options e.g. EAP and welfare officers, motivational posters such as R U OK or contact information for Lifeline Australia or Beyond Blue.
• Promote healthy options such as wellbeing initiatives e.g. stretching, massage or yoga, walking activities, adjustable workstations, even healthy snacks or fruit as a suitable alternative to cakes and biscuits that accompany meetings or in the dining areas.
• Surveys that consider organisational culture, reporting, empowerment of employees, workplace morale and/or conflict.

At all times, employers should consider individual circumstances, mindful of discriminatory conduct and protected attributes.

For more information, refer to the legislative instruments such as the OHS Act, the Equal Opportunity Act or the Fair Work Act. You can also talk to your OHS and/or Human Resources Manager, or an OHS Consultant.