Employees are at the heart of every organisation and businesses have a moral and legal obligation to ensure that their workforce can undertake their duties safely. In recent years, legislation changes have resulted in more responsibility being placed on businesses to ensure that they take reasonable precautions to protect the health of their staff. However, this responsibility also brings several challenges.
Static documents – Occupational health reports are usually undertaken on paper-based forms, resulting in them often becoming out of date quickly. This can cause issues for managers as they may unwittingly place their team in a workplace situation that causes or exacerbates existing medical conditions. In doing so, they leave themselves and their organisation vulnerable to HSE investigations and prosecution.
Visibility of data – If data is held in physical formats or across several digital platforms, it can make it very difficult for managers to achieve an overarching view of their employees’ health. Without clear visibility of this data, mistakes could be made that have a detrimental impact on an employee’s health, whilst also placing the business at the risk of legislative non-compliance.
Disparate systems – Due to the sensitive nature of the data that is captured in occupational health reports, varying types of information are often stored in several different systems or formats. This approach increases the chance that data could be lost, transferred inappropriately or recorded incorrectly, which could leave an organisation vulnerable to data protection breaches and fines.