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What Not to Say to Occupational Health UK
Understanding the Role of Occupational Health
Occupational health exists to support both employers and employees by assessing whether someone is fit to work, needs adjustments, or may be eligible for medical leave or ill health retirement. These assessments can influence workplace arrangements, return-to-work plans, or long-term decisions about employment. While occupational health professionals are medically trained and impartial, what you say during your assessment can affect how your case is interpreted.
The process is not a legal interrogation, nor is it meant to catch people out—but it's important to approach it with honesty, clarity, and an awareness of how your words could be perceived. Saying the wrong thing, even unintentionally, can delay support, confuse your case, or give the impression that your condition is less serious than it is.
Don’t Downplay Your Symptoms
One of the most common mistakes people make during an occupational health assessment is minimising their symptoms out of embarrassment or guilt. Saying things like “I’m fine really” or “It’s nothing serious” can give the impression that you’re ready to return to work when you’re not. While you may be trying to show resilience, this can backfire if your symptoms are still affecting your ability to perform safely or consistently.
Be accurate about how your condition affects you day to day. If you're having difficulty sleeping, concentrating, moving around, or coping with stress, it's important to explain that clearly. Downplaying symptoms can result in premature returns to work, inappropriate duties, or a refusal of further support.
Avoid Overstating Recovery
It’s natural to want to appear optimistic, but saying things like “I should be fine in a few days” or “I’ll push through it” when you're not sure may undermine your case. Occupational health decisions are based on current function and prognosis, not guesswork. If you're uncertain about recovery time, it's better to say “I’m not sure yet” or “I'm still waiting for further treatment or review.”
Providing a realistic picture helps the occupational health team give accurate recommendations to your employer and can prevent further setbacks.
Don’t Say You’re Avoiding Work
Even if you’re frustrated or joking, avoid phrases like “I just don’t want to go back” or “It’s a good excuse to be off.” Comments like this, even if sarcastic, can seriously undermine your credibility and suggest you’re avoiding responsibility rather than managing a genuine condition.
Occupational health professionals are trained to spot inconsistencies. A casual remark that seems harmless could be documented in your assessment and passed on to your employer. Stick to the facts and keep tone and comments professional.
Steer Clear of Blaming Without Evidence
If your condition is linked to workplace stress, harassment, or poor management, it’s important to share your experience—but do so carefully. Avoid saying things like “My boss caused this” unless you have already raised this through proper channels such as HR or a formal grievance. Occupational health is not there to mediate disputes but to assess fitness for work.
Instead, describe the impact: “I’ve experienced work-related stress due to a breakdown in communication with my manager, which I’ve raised with HR.” This keeps your focus on your health, while still explaining relevant context.
Don’t Lie or Withhold Information
Trying to conceal a diagnosis, downplay a treatment, or hide the fact you’ve had extended time off in the past can lead to serious consequences. Occupational health reports are shared with your employer, and discrepancies between your records and your statements may affect future support or decisions. You don’t need to share every detail of your medical history, but anything directly related to your current work capacity should be mentioned.
Transparency allows occupational health professionals to make informed, accurate assessments. It also protects you if your condition worsens or if further adjustments are needed later.
Avoid Saying “I Don’t Know Why I’m Here”
If you’ve been referred to occupational health, it’s likely for a specific reason—whether related to absence, mental health, a return-to-work plan, or medical retirement. Saying “I don’t know why I’m here” can come across as evasive, defensive or uncooperative. If you genuinely haven’t been informed, simply say: “I wasn’t fully briefed by my employer, but I’m happy to discuss my current situation.”
This shows you're open to engagement and gives the assessor a clear starting point.
It’s Not Just About What You Say — It’s How You Say It
Tone and attitude play a huge role during an occupational health assessment. Even if your words are technically fine, sounding dismissive, defensive or confrontational can raise red flags. This is especially true if your condition is stress-related or linked to conflict at work. Occupational health professionals are trained to observe behaviour as well as listen to statements. Body language, tone, and willingness to engage all contribute to how your case is documented.
You don’t need to perform or act cheerful—just remain clear, cooperative and professional. You can express frustration or emotion, but do so constructively. Saying “I’m struggling to cope with the demands of the job” is far more effective than venting: “Work has made my life hell.”
Saying “I’ll Do Anything to Stay Off Work” Can Backfire
Sometimes people in genuine distress say things like “I can’t face going back,” or worse, “I’ll say whatever I need to stay off.” These comments, even if made in passing or out of desperation, can severely damage your credibility. Occupational health reports are factual, and anything that suggests exaggeration or unwillingness to work may be recorded and passed on.
If you are genuinely not ready to return, focus on specific symptoms and work-related triggers. For example, “I’m currently experiencing high levels of anxiety when I think about returning” is honest and shows a real barrier to returning—not avoidance.
Don’t Try to Outsmart the Process
Some people approach occupational health as though it’s a test they need to pass or manipulate to get a desired outcome. This often backfires. Occupational health staff aren't there to “catch you out,” but they are there to assess whether your condition and situation match what’s being presented.
Trying to memorise symptoms you think they want to hear, claiming to be completely fine when you're not, or withholding details in the hope of avoiding certain outcomes usually leads to delays or further assessments. You’re more likely to get the support you need by being straightforward and transparent.
Avoid Saying “I’ll Be Fine” If You’re Not
Statements like “I’m sure it’ll sort itself out” or “I just need to push through” may sound positive, but they can weaken your case if you’re still clearly unwell or unable to work. Occupational health relies on accurate snapshots of how you are functioning now—not optimism about how you mightfeel in future.
If you’re in recovery or waiting for treatment, say that. If you’re unsure, say so. Saying “I’m not sure how quickly I’ll recover, but right now I’m struggling to manage daily routines” is more honest and more useful than giving a false impression of readiness.
Don't Say You're Not Willing to Try Adjustments (Unless You Mean It)
Occupational health assessments often explore whether reasonable adjustments could help you stay in work. These might include a phased return, lighter duties, altered hours, or location changes. Saying you’re not open to any changes at all, without good reason, may be seen as inflexibility rather than a genuine barrier to returning.
If you've tried adjustments and they didn’t help, say that. If adjustments would still cause stress or physical pain, explain why. But rejecting them outright without a clear explanation might suggest unwillingness, not incapacity.
Medical Misinformation Can Undermine Your Case
Avoid making claims about your condition that can’t be backed up with evidence. Saying things like “this condition is incurable” or “there’s nothing more the doctors can do” without having supporting medical reports may cast doubt on your case. Stick to your actual diagnosis, current treatment, and known prognosis. Let the professionals assess what that means for your fitness for work.
If you don’t fully understand your diagnosis or prognosis yet, it's okay to say: “I’m still awaiting further results” or “I’m under review.” That’s a more credible response than overstating what you think they want to hear.
Final Word
What you say to occupational health matters—and so does how you say it. Be honest, clear and professional. You’re not on trial, but you are being assessed, and your words will influence recommendations made to your employer. The goal isn’t to prove anything but to make sure your health and work are managed in a way that’s safe, fair and sustainable for everyone involved. Good communication is your strongest tool.