
21/10/2024
๐๐ฟ๐ฒ ๐๐ฒ๐ฎ๐น๐๐ต ๐๐ฒ๐ฐ๐น๐ฎ๐ฟ๐ฎ๐๐ถ๐ผ๐ป ๐๐ผ๐ฟ๐บ๐ ๐๐ป๐ผ๐๐ด๐ต ๐๐ผ ๐ฃ๐ฟ๐ผ๐๐ฒ๐ฐ๐ ๐ฌ๐ผ๐๐ฟ ๐ช๐ผ๐ฟ๐ธ๐ณ๐ผ๐ฟ๐ฐ๐ฒ?
In todayโs fast-paced work environment, especially in high-risk industries, can we truly rely on health declaration forms to safeguard employers and employees?
๐๐ฒ๐ฎ๐น๐๐ต-๐ฑ๐ฒ๐ฐ๐น๐ฎ๐ฟ๐ฎ๐๐ถ๐ผ๐ป forms are commonly used during onboarding. They are quick, easy, and cost-effective.
Are they enoughโ๏ธโ๏ธโ๏ธ
While they offer a snapshot of an employee's health, these forms may not provide a comprehensive view. They rely heavily on self-reporting, which may leave gaps in the information provided.
On the other hand, a third-party ๐ถ๐ป๐ฑ๐ฒ๐ฝ๐ฒ๐ป๐ฑ๐ฒ๐ป๐ ๐ฝ๐ฟ๐ฒ-๐ฒ๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐ ๐บ๐ฒ๐ฑ๐ถ๐ฐ๐ฎ๐น ๐ฎ๐๐๐ฒ๐๐๐บ๐ฒ๐ป๐ is thorough and objective. It can uncover underlying conditions a candidate may not disclose or even know about.
When combined with a health declaration form, both can complement each other.
But can one truly replace the other?๐ค๐ค๐ค๐ฃ
Relying solely on health declaration forms might expose organizations to legal, health, and safety risks. This is especially critical in industries like offshore work, construction, or healthcare, where employee fitness is vital.
Should companies treat health declaration forms as a supplement or a substitute for thorough medical assessments? ๐ค๐ค
Let us discuss the importance of using both to create safer workplaces.