Philosophy

"Good work is healthy and positive for everyone." Few people would disagree with this statement but what exactly makes workgoodis less clear.

Work is central to our identity, our social roles and our ability to care for our families and their future.

In fact, losing one's job or being away from work for a significant period of time can be very bad for one's health. So if an employee suffers an accident at work or develops an occupational disease (really just a 'slow' accident) or becomes otherwise ill while at work, then this can quickly turn into a tragedy for the individual and their family, for the employer and for society at large. Worklessness and unemployment are strongly associated with poor physical and mental health.

Our Mission:

OHRMS'core mission is to assist employers and employees in creating and maintaining safe, healthy and productive workplaces, thereby contributing to the success and well-being of their organisation, their employees' and the wider community.

We work according to the ethical guidelines of the General Medical Council and the Faculty of Occupational Medicine.


Are you interested in our core mission, the underpinning science and want to know more? Read on.

Sickness absence management is a very important issue for employers. At the same time research is suggesting that sickness-absence is only one of the most visible challenges to a productive workplace. Equally important, if not possibly more so, can be 'presenteism'. In other words, your employees are at their workplace but they do not really engage with and support the goals of the organisation. Especially in times of economic hardship, sickness-absence rates may go down without organisations becoming any healthier or any more productive at what they do!

At OHRMSwe believe that creating productive workplaces requires an integrated approach to workplace health management, aiming to create workplaces that are safe, healthy, and where employees are positively engaging with the company's culture so they will productively contribute to the business. This requires an occupational health provider to know the work place and ideally become part of the management process for all aspects of health improvement in the organisation.

This approach is also implicitly embedded in the UK's H&S legislation, specifically in Regulation 7 of the Management of Health & Safety at Work Regulations (Health & Safety assistance), dealing with the appointment of 'competent persons' for the purpose of complying with relevant statutory provisions. This also applies to occupational health provision.

Consequently, good and effective occupational health provision is much more than sickness-absence management. There is good evidence (see DWP research under references) that inappropriate sickness-absence management, especially where mental health issues are involved, is ineffective in returning employees to their workplace. In fact the DWP evidence has shown that some rehabilitation efforts aimed at employees with mental health challenges is likely to make them stay off work for longer. This may especially be the case where in an employee's perception their 'stress' has a work related component.

There is little concrete evidence at present to support the effectiveness ofgeneralhealth and wellbeing activities in the workplace, especially if these workplaces are at the same time not safe and do not manage core work related health risks appropriately. There is some evidence that promoting physical fitness improves resilience and mental health. It also seems logical that good food and good eating habits are also important for maintaining long term good health. This is especially important in a peripatetic workforce such as those working in construction jobs or isolated workforces such as those working on oil-rigs or ships.

Our integrated approach to improving health and well-being in the workplace is based on the evidence that employees truly engage with your organisation only when they perceive and know that their workplaces are safe and will not adversely effect their health. It is also very important that their closest line-managers demonstrate an active approach to Health & Safety compliance and creating healthy workplaces as a foundation for productive employee engagement.

If you would like to learn more about our approach to integrated occupational health provision then contact us hereto discuss your specific requirements.


OHRMS Ltd 2012