Occupational health assessment costs: referrals, reports and who pays

Checked on 20 October 2026, Work Doctor Occupational Health advertised a £295 remote management referral assessment, including a report and action plan. Face-to-face assessments and complex referrals require a separate quote; case conferences are also separately priced. This is one provider’s published service fee, not a national average or an estimate for every workplace medical.

When requesting a quote, state whether you are an employer arranging a referral or an individual enquiring about access. Confirm that the service accepts the proposed booking route and that the intended recipient will find its report suitable. A general occupational health label does not establish that a particular certificate, industry medical or follow-up meeting is included.

HSE’s overview distinguishes how work can affect health from how someone’s health affects their ability to do a job. A useful referral therefore includes the actual duties and working environment, rather than only a job title. Describe physical tasks, hours, travel, equipment and any proposed changes that the clinician should understand.

Agree the questions the report needs to address: for example, practical adjustments, a return-to-work discussion or whether more information is needed. An occupational health opinion does not replace treatment by a GP or specialist. Keep those clinical appointments separate from the workplace question so that buying a work report is not mistaken for arranging ongoing diagnosis, prescriptions or treatment.

Acas explains that employers may use their own occupational health service or an external provider. Ask a manager, HR contact or the organisation’s published policy which arrangement applies before making a private booking. Check who authorises the referral, who receives the invoice and whether you need to use a contracted provider.

If arranging something yourself, obtain written confirmation of whether any cost will be reimbursed and which report is required. Do not assume that an NHS GP referral funds a workplace report. NHS clinical care and an employer’s occupational health arrangement have different purposes. Arrangements also depend on the organisation and UK nation; Acas and HSE guidance concerns Great Britain, so check the appropriate Northern Ireland guidance for that jurisdiction.

Acas’s assessment guidance explains that the employee must agree to an occupational health assessment and that permission is needed before its report is shared with the employer. Ask the provider to explain its process, who will see the report and how a request to obtain information from another clinician is handled.

Discuss how you receive the report, how factual errors can be raised and where confidential information is stored. Clarify any deadlines for responding rather than relying on an assumption about when release occurs. Keep detailed medical documents within the provider’s agreed secure route. A useful booking conversation makes the purpose and recipients clear before personal information starts moving between a worker, clinician and organisation.

HSE describes health surveillance as repeated checks linked to particular workplace health risks, and distinguishes it from general screening. A one-off management referral should not be treated as a replacement for an employer’s hazard-specific surveillance arrangements. Likewise, a generic consultation does not establish that a named industry certificate will be issued.

Send the required certificate specification or service description to the provider before payment. Ask who is qualified to complete it, whether examination or testing is required and whether a remote appointment is suitable. When comparing quotes for a workforce, clarify travel, minimum booking numbers, cancelled attendance and report administration. Keep the scope written down so a low consultation figure is not mistaken for a complete occupational health programme.

Ask whether the first fee includes a discussion of the report, answers to clarification questions and any planned review. Separate further assessment, an employer meeting, another medical opinion and ongoing case management in the estimate. Confirm how additional work is approved and billed, including whether quoted amounts include any applicable VAT. Do not assume every occupational health service has the same tax treatment.

After the report, agree who will discuss its recommendations and when the next workplace conversation will happen. Record actions, owners and review dates rather than treating the document as the end of the process. Use our appointment preparation guide to organise questions and the cost checklist to compare equivalent written scopes. A report informs decisions; purchasing it does not guarantee a particular employment outcome.