Medical Questionnaires

Using a medical questionnaire during the recruitment process is subject to various legal and ethical considerations. Employers must adhere to data protection, discrimination and equality laws. Here are some guidelines for using a medical questionnaire when recruiting staff in the UK. Medical questions should not be asked on the initial job application or during the early stages of recruitment. These questions should be reserved for after a job offer has been made and/or an employment offer letter sent to the candidate, typically on a conditional basis. Making recruitment decisions based on an applicant's medical information can be considered discriminatory.

Questions in the medical questionnaire should be directly related to the specific requirements of the job and the applicant's ability to perform essential job functions safely. Employers should ensure that they have a legitimate reason for requesting medical information. Avoid asking about disabilities or specific medical conditions. The employee's consent should be obtained to collect and process medical data. All data collected and processed should be safeguarded and comply with data protection regulations.

If an applicant discloses a disability or medical condition, engage in a discussion about reasonable adjustments that can be made to enable them to perform the job effectively. The duty to make reasonable adjustments is a legal requirement under the Equality Act 2010.

Please click on the links below to download any of these templates.

• Medical Questionnaire Guidance Notes
• Medical Questionnaire Long-Form
• Medical Questionnaire Short-Form

Medical Questionnaires is part of Employment. Just £35.00 + VAT provides unlimited downloads from Employment for 1 year.