Occupational Health recommendations are advisory, though management should consider them and any reasonable-adjustment duties. A recommendation has effectively been ignored where no reasoned decision is made, the agreed support is never implemented or criticism continues in the area the report was meant to address.
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First identify what happened
The recommendation may have been rejected, replaced, delayed, partly accepted or allowed to lapse. Ask for the decision, reasons, alternatives and implementation date before assuming that silence amounts to a final refusal.
Legal duties remain with the employer
OH does not decide what is legally reasonable. The department must consider disability-related disadvantages and possible adjustments using the actual circumstances, resources and effectiveness of the options.
Members can unlock: a report-versus-action audit, escalation ladder, alternative-adjustment test, evidence pack, grievance preparation and model wording for delayed, refused, partly implemented or withdrawn recommendations.
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