Fitness for work is not only about health and wellbeing, it’s a core part of an organisation’s risk management system under WA’s WHS legislation.
Ensuring every worker is fit to perform their role safely is fundamental to preventing incidents and maintaining a resilient workplace.
Physical, psychological and behavioural factors can all influence a worker’s capacity to perform safely. Managing these factors requires clear processes, competent supervision and objective assessment – not assumption.
CCIWA partner, Epigroup’s health and safety specialists answer some of the most common questions about managing fitness for work from a WHS standpoint.
Q: What should I do if I’m concerned about a worker’s fitness for work?
A: When there are signs a worker may not be fit for work (such as fatigue, substance use, stress, or impaired capacity) supervisors must act promptly.
The first step is to control the immediate risk: remove the worker from the task if safety could be compromised and ensure no one is exposed to harm.
Next, gather objective information through observation, documentation, and confidential discussion. If uncertainty remains, a formal fitness-for-work assessment or independent medical evaluation may be required.
A robust WHS approach also examines contributing work factors – including shift design, workload, environmental conditions, or psychosocial hazards – to ensure the system of work itself is not creating the risk.
More resources:
- Building an invisible safety culture: key strategies for workplace wellbeing
- Psychosocial Risk Strategy: Moving Beyond “Do No Harm”
FAQs on WHS laws
- Can company directors or managers be personally liable for WHS breaches?
- What does “reasonably practicable” mean in WHS compliance?
- How can I prepare for or respond to a WHS audit or compliance review?
- How often should I review or update my WHS policies and procedures?
Q: How should psychological fitness for work be managed?
A: Psychological fitness for work is a critical safety consideration, not just a wellbeing matter. Employers should establish systems for early identification of psychological hazards, such as trauma exposure, role conflict, poor support, or fatigue. Then, ensure supervisors are trained to recognise and respond appropriately.
When a worker appears psychologically unfit, treat it as a safety issue requiring control and documentation. A confidential discussion should occur promptly, with referral pathways (EAP, GP, or psychologist) offered.
Where safety is at risk, formal assessment may be required under a Fitness for Work or Critical Role Procedure, applying trauma-informed and privacy-compliant practices.
Q: What are my obligations when an employee returns after injury or illness?
A: Under WHS legislation, employers must ensure that workers returning from injury or illness are not exposed to additional hazards. This involves verifying medical clearance, confirming any restrictions or controls, and developing a structured Return-to-Work Plan that integrates with the safety management system.
Supervisors should monitor the worker’s performance and environment closely, adjusting duties if risks emerge. Early, coordinated return-to-work programs reduce the likelihood of reinjury and support sustainable recovery while maintaining operational safety.
Q: Do I have to provide light duties or reasonable adjustments?
A: Yes, where reasonably practicable and safe to do so. Providing suitable duties or workplace modifications can be an effective control measure to reduce risk while maintaining productivity and engagement. Adjustments must not compromise the health or safety of the worker or others.
Examples include:
- altering shift patterns to manage fatigue
- reallocating high-risk tasks, or
- engineering changes to reduce manual handling
Decisions should be based on risk assessment, not solely on HR or industrial relations considerations.
How Epigroup can help
Epigroup’s WHS specialists support organisations in designing and implementing Fitness for Work Systems – including policy development, supervisor training, independent assessments, and psychological health programs.
Whether you need guidance on complex cases, practical tools for risk-based decision-making, or integration of fitness for work into your broader WHSMS, Epigroup provides cost-effective, compliant, and people-focused solutions.
Contact Epigroup at [email protected] or call 1300 414 313.
