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Aug 23, 2024 • 9 min read
7 Frequently Asked Questions About Pre-employment Screening
Most employers are familiar with the concept of pre-employment screening, but did you know that some tests are mandatory for legal compliance? In this article, we address the top seven questions employers frequently ask and should know the answers to regarding pre-employment health assessment services.
1. Why Do I Need to Provide Pre-employment Medicals for My Candidates?
Pre-employment medicals, also known as pre-employment functional assessments (PEFA), are assessments utilised by employers to ensure that candidates meet the health and physical requirements of a role.
Whether you’re in a high-risk sector or a corporate setting, getting your candidates to undergo pre-employment medical checks helps you:
- Ensure that the candidates hired are qualified and suitable
- Reduce the risk of workers getting injured at work
- Minimise long-term business costs associated with poor hiring decisions
There are many other benefits to conducting pre-employment screening as well, such as enhanced workplace safety and the establishment of baseline health.
2. What Pre-employment Medical Checks Do You Offer?
Pre-employment medicals can range from a general health examination to tests targeting specific areas. With AusRehab’s pre-employment screening services, you have a whole range of options to choose from. Here’s the full suite of workplace health assessment services we provide:
| Test description | Description | Pricing |
| Physical examination *Additional cost of $38 if a doctor is required for the examination |
Assessment conducted by one of our accredited health professionals that includes a physical examination, range of motion testing, and lifting capacity testing | $195 |
| Audiometry test | Test to assess hearing ability | $65 |
| Spirometry test | Test to assess lung capacity and function | $70 |
| Visual acuity test | Test to assess vision and colour blindness | $45 |
| Skin check | Assess skin for signs of abnormality | $45 |
| Instant drug & alcohol screen | Urine drug screen and breathalyser alcohol screen | $65.9 |
| Laboratory drug & alcohol screen | Urine drug and alcohol screen tested at laboratory AS/NZS 4308:2008 and NATA accredited standards | $132.9 |
| Silicosis test | Medical evaluation of whether an individual has developed silicosis or related lung conditions due to exposure to silica dust | $699 |
Corporate rate is available for bulk orders of 20 or more screenings. What’s more, our team of highly qualified screeners are able to travel to you within the Sydney metro area for a flat fee of $250. This saves you time, money and the hassle of logistical coordination.
If this sounds good, please reach out for more details and to check your eligibility for corporate pricing.
3. Which Test Does My Organisation Need?
The tests your organisation and candidates need will depend on the industry you’re in and the roles you’re hiring for. Typically, most employers that come to us request the following pre-employment medical tests:
- Physical Examination: To identify the overall health of your candidates and whether they are suitable for work that requires physical exertion.
- Audiometry Test: For compliance with occupational health and safety standards.
- Spirometry Test: Essential for roles that require physical endurance or involve exposure to respiratory hazards.
- Drug & Alcohol Screening: To promote a safe and productive work environment, particularly in safety-sensitive positions.
These tests are commonly required in industries such as construction, manufacturing, healthcare, and transportation. We have extensive experience providing pre-employment screening services for businesses from these sectors, as most of our service requests come from these industries.
4. Must Pre-employment Screening Be Conducted Only Before Hiring?
The purpose of pre-employment functional assessments is to determine whether a candidate is capable and reliable enough to perform the job safely; a competent employee must be alert to potential hazards and maintain a level of health and fitness required for the role.
However, these medical assessments can be conducted at any point in time despite the term “pre-employment”. This is especially if the assessment is a recurring legal requirement for your industry (see question 5).
5. Is Pre-employment Screening Compulsory?
If you’re in the business of frequently exposing workers to noise levels exceeding the healthy range in New South Wales (NSW), it’s important to take note of the following.
The NSW Government approved the commencement of Clause 58 of the WHS Regulation 2017 from 1st January 2024. This regulation requires persons conducting a business or undertaking (PCBU) to provide and pay for hearing tests for workers exposed to noise levels exceeding the standard of an 8-hour exposure of 85 decibels, or a peak of 140 decibels.
The audiometry testing must be carried out:
- within 3 months of the worker starting employment, and
- at least once every 2 years thereafter
Workers employed before 1st January 2024, must undergo their baseline tests by 1st January 2026.
Do also consider the need for more frequent hearing tests should your employees be consistently exposed to higher than average noise levels throughout their work shift (100 decibels and above). Read more about audiometry testing here.
Otherwise, most other pre-employment functional assessments aren’t mandatory. Employers simply provide these assessments to candidates to mitigate workplace risks and ensure they are a good fit for the position.
6. What Should My Candidates Know Before Getting Tested?
To help your candidates get ready for their pre-employment medical checks, here’s a quick rundown of what they should know beforehand:
- Understanding the Purpose of the Test: Your candidates should be aware that the pre-employment screening is designed to assess their fitness for the job. They will be asked to perform various activities to assess their fitness, endurance, strength, movement, and manual handling capacity.
- Information Collection and Release: Candidates should fully understand that personal and medical information will be collected during the assessment and may be disclosed to relevant parties. This information is crucial for determining their suitability for the role and ensuring workplace safety.
- Awareness of Associated Risks: While pre-employment screenings are generally low-risk assessments, candidates should be aware that there is still a level of risk involved, particularly during physical assessments. It’s important to inform the assessor of any existing medical conditions or recent injuries that could affect their performance.
- Pre-Assessment Recommendations: For the best results, before the screening, candidates are advised to:
- Avoid alcohol and drugs.
- Get a good night’s rest.
- Steer clear of loud noises.
- Avoid heavy exercise.
7. What if My Employee Refuses to Take the Test?
It’s important to establish clear policies outlining the necessity of a pre-employment screening and communicate them to candidates. Additionally, you can discuss the potential consequences of non-participation, which may include withdrawal of the job offer.
However, candidates have the right to refuse or cease any activity if they feel unsafe during the pre-employment medical tests. They will be required to provide a reason for their refusal or cessation, which will be documented.
Pre-employment screening is a crucial step in building a safe, healthy and efficient workplace. If you have any questions that fall beyond the scope of what is covered above, don’t hesitate to reach out directly to our team.
Ready to take the next step in safeguarding your workforce? AusRehab is here to help.
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