Occupational health screening: mandatory, available or desired?

Occupational health care is an essential part of the modern health care system. Occupational safety and serves the Healthcare of employees in almost all sectors. It is used for the early detection and prevention of work-related illnesses and helps to maintain the employability of employees. It also helps companies to raise awareness of their employees' own bodies and the topic of Occupational medicine general.

The Legal basis is the Ordinance on Occupational Health Care (ArbMedVV), which distinguishes between three types of provision, which are explained in more detail in this article.

In the "Ordinance on Occupational Health Care" a clear distinction is made between Compulsory, optional and desired provision - Each with a different goal, but a common core: the early recognition and avoidance of work-related health risks.

Compulsory precautions

Compulsory precautionary measures are always prescribed if employees Activities with special health hazards for example when handling hazardous chemicals, working in noisy or hot environments or in compressed air.

From a legal point of view, the activity may not even be started or continued without preventive measures being taken. So this is not just about prevention, but also about occupational safety in the narrower sense.

The supply provision

The precautionary measures on offer are aimed at employees who are not necessarily exposed to hazardous conditions, but whose work involves a risk of injury. certain health risk cannot be ruled out. A typical example is screen work - staring at a monitor for hours on end can strain the eyes and musculoskeletal system.

Employers are obliged to offer pension provision in these cases. Employees can decide for themselves whether to accept the offer - which unfortunately does not always happen in practice, although there is great hidden health potential here.

The desired provision

The desired provision is ultimately a sign of modern health culture. It allows employees to request occupational health screening even without a specific reason or obvious risk if they themselves see a risk to their health. Employers must comply with this unless a risk assessment clearly shows otherwise. Particularly in times of stress, overwork or early physical warning signs, preventive care is an important tool for recognising serious developments at an early stage and taking countermeasures.

Occupational health care as part of a modern BGM

Forward-looking occupational health management recognises that prevention goes far beyond the issue of safety. It is about ensure the long-term health of employees, Reduce downtimes and the Maintain ability to work. Companies that use preventive occupational health care not only as a legal obligation, but also as a strategic tool, invest directly in motivation, productivity and a positive working atmosphere.

This also includes making health services low-threshold and suitable for everyday use - for example through mobile occupational health services, digital appointment booking or the combination with other health-promoting measures such as exercise sessions, mental health programmes or the integration of tools such as Isa from DeepCarethat promote health digitally and flexibly.

Another important aspect is communication: only if employees know what rights and offers they have and these are not tainted with stigma or uncertainty can preventive measures really take effect.

What occupational health management officers need to know and implement with regard to preventive occupational health care:

1. Legal responsibility: Every company - regardless of its size - is obliged to provide preventive occupational health care in accordance with the ArbMedVV (Ordinance on Occupational Health Care) as soon as potential health hazards exist. The specific design depends on the Risk assessmentwhich defines mandatory and optional precautions.
   
2. Co-operation with the company doctor: For implementation, companies need a:n company medical partner. This doctor not only assists the company with preventive care, but also with risk assessment, planning measures and communicating with employees. If the company does not have its own company doctor, supra-regional services or freelance occupational physicians can be involved.
   
3. Role of the works council: When a Works Council If an employee representative exists in the company, they have a right of co-determination in the organisation of preventive occupational health care (Section 87 (1) No. 7 BetrVG). This means that measures must be coordinated - for example, the sequence of examinations, information obligations and the communication of offers. The works council can act as a bridge builder between employees and management.
   
4. Special requirements in small companies: Also Small businesses (less than 10 or 20 employees) have a duty - even if many believe they are "too small". The Occupational Safety Act (ASiG) and DGUV Regulation 2 regulate the appointment, tasks and requirements for company doctors. For SMEs in particular, there are Modular modelssimplify occupational medical care and prevention - for example via employers' liability insurance associations or external services with flexible offerings.

Tasks in the BGM context: checklist

For BGM officers or those responsible for health management in the company, this means in concrete terms

• Occupational health care must be integrated into strategic planning
• The risk assessments must be regularly reviewed with the occupational safety specialist and the company doctor
• Employees must be informed about their rights and options
• Participation in the provision or desired provision should be actively encouraged
• Confidentiality and data protection must be ensured at all stages

Summary of occupational health check-ups

Occupational health care is not a "nice-to-have"but a legally prescribed and central element of a healthy company. It requires forward-looking organisation, good communication and reliable partners - regardless of whether you have ten or a thousand employees. Those who anchor it as an integral part of the OHM are making a sustainable investment in health, motivation and future viability.