New Job

Two choices sign the form and see what happens or speak to somebody from the company explaining that even though you have T1 you are well controlled etc..

The only problem should be if on the application form the information had been requested and you didn't give it... Then you might hit issues

I've always gone by what the appliactions asks about health... If it asks direct questions about diabetes then I say I'm T1, but if it's very vague with are you in good health I tick yes.. But at the interview I do explain that I am T1 diabetic but have good control and no problems..

As well T1 may not have a directly relavant to your ability to carry out the Job, but it does have some relavance while you'll at work, as well one never knows when they will have an hypo

[I've recruited and managed quite a few people in large, public sector organisations, so my view is given from that background.]

I started a new job in January and started insulin therapy between being offered the job and actually starting. I told the HR person during my induction, who turned out to be T1 himself! I was 'lucky' in that my workplace has no prior medical screening.

IMO I would suggest that you should let your workplace HR dept know (if it is large enough to have one) and see what they say. If the medical form asks questions where you think you really should put T1, I would do so. You are protected by the Disability Discrimination Act so they cannot rescind the offer of a job just because you are T1 (unless there is a clear exemption, e.g. you are going to be driving an emergency services vehicle etc.) You could always ask to speak to the occupational health people about it before filling in the form.

What I would say is that they cannot legally dismiss you for being T1, but in theory if they feel you were 'lying' on your medical assessment, it could cause some difficulties. The health and safety responsibilties for anyone at work go both ways - they owe you a duty of care, which would include factors around your diabetes but also you would need to tell them as potentially having a hypo at work could put you and other people in danger.

Personally, I don't think it's relevant to mention something like diabetes during an interview, which is about testing your suitability for the role unless as I've said it directly impacts on your ability to perform the duties so I wouldn't worry about that myself.

Hi Joel,

A pre-work medical assessment is not that unusual a process in my experience, although I've encountered it more commonly as being asked to fill in a questionnaire for occupational health to assess, which may trigger a request to your GP if anything crops up of concern. If you have work based insurance and death in service benefits I guess they might well want to know if you are likely to drop dead anytime soon, particularly if you're in a senior role as recruitment is an expensive business.

Perhaps speak to HR or the occupational health team / service provider if you're unsure? I'd have thought even with a consent form your GP would still have to show you what s/he was sending to the firm. It may be worth asking to see the medical report request to see what they ask for.

If you want to be a bit more circumspect, perhaps ask your GP what they would release under such circumstances and see if you're happy with that. There's plenty of stuff in anyone's medical record that wouldn't affect their ability to do the job but that they wouldn't want being recorded in a personnel file.

Overall it does sound a bit OTT, particularly the 'full medical history' bit, but is probably still is standard procedure I reckon. Let us know what happens.

In my past I have worked for both Sun Life of Canada and the Prudential and as both companies offered a death in service benefit attached to their pensions I had to have a similar heath check done, if memory serves me correctly my doctor was contacted by Sun Life while the Pru required a full medical by their nominated doctor, at their expense I might add.

As far as I am aware it is common practice where large sums of insurable health risks are involved.

http://www.nhs.uk/chq/Pages/2313.aspx?CategoryID=68&SubCategoryID=160

The Access to Medical Reports Act 1988 states that your employer cannot ask your doctor for a medical report on you without your knowledge and consent. You do not have to give your consent. If you do agree, you can ask to see the doctor’s report before it is sent to your employer. Your doctor must wait 21 days before sending it, to allow you time to see it.

Click to expand...

Bob