A work physical, often called an occupational health examination, is a specialized medical assessment required by an employer to evaluate a worker’s physical and mental capacity to perform the specific functions of a job safely. This screening is typically conducted either before a person begins a new role (pre-employment) or periodically throughout their employment, especially in roles with inherent safety or health risks. The process ensures that an individual’s health status aligns with the demands of the workplace and focuses entirely on the essential job functions provided by the employer.
Defining the Purpose of the Examination
The primary objective of a work physical is to confirm an employee’s fitness for duty, which directly contributes to a safer work environment. By assessing a candidate’s physical capabilities against the demands of the role, the examination helps prevent injuries that could arise from assigning a worker to tasks beyond their capacity. This assessment reduces the likelihood of workplace accidents, benefiting the employee, their colleagues, and the employer.
Employers also use these examinations as a component of their overall risk management strategy, ensuring compliance with various federal and state safety regulations. For example, the Occupational Safety and Health Administration (OSHA) requires specific health screenings for employees exposed to certain hazards or who use specialized protective equipment. These mandatory screenings often include a medical evaluation to determine if an employee is medically cleared to wear a respirator, as required under OSHA’s Respiratory Protection standard.
The examination establishes a documented health record for the employee prior to their start date. This baseline documentation is useful for future comparison should an occupational injury or illness occur during employment. For highly regulated industries, such as commercial transportation or heavy machinery operation, these screenings are a prerequisite for licensure and necessary to meet federal standards.
Standard Components of the Physical
The work physical begins with a review of the employee’s medical and occupational history, which is essential for identifying pre-existing conditions that could be aggravated by the job duties. The clinician will ask about past surgeries, chronic illnesses, current medications, and previous job exposures to hazardous materials. This history helps the examining clinician tailor the physical assessment to potential risks specific to the employee.
Following the history review, a general physical examination is conducted, starting with the measurement of vital signs such as blood pressure, heart rate, and respiratory rate. The clinician records height and weight to calculate the body mass index (BMI), providing an initial overview of general health. The examination also includes basic vision screening to test visual acuity, and an audiometric test to evaluate hearing ability, especially for roles in noisy environments.
The musculoskeletal assessment focuses on evaluating the employee’s physical capacity to perform job-specific tasks. The clinician will test the range of motion in the joints, assess muscle strength, and check for spinal alignment or stability issues. For jobs requiring lifting, pushing, or carrying, a Functional Capacity Evaluation (FCE) may be performed. The FCE scientifically measures the maximum weight a person can safely handle or the endurance required for repetitive tasks.
Depending on the job, the physical may also include specialized tests. Pulmonary function testing (PFT) measures how well the lungs work and is often required for employees who will wear respirators or be exposed to dust and fumes. A urine sample is frequently collected, not only for potential drug and alcohol screening but also for a urinalysis to check for signs of underlying health conditions like diabetes or kidney issues.
Outcomes and Confidentiality
After the examination is complete, the clinician submits a determination of fitness for duty to the employer, which is the final outcome of the work physical. The possible results are generally categorized as “fit for duty,” “not fit for duty,” or “fit for duty with restrictions or accommodations.” The examining clinician only communicates the employee’s ability to perform the job functions and does not disclose specific medical diagnoses or private health details to the employer.
The Americans with Disabilities Act (ADA) governs how these results are handled, particularly concerning conditional offers of employment and the need for accommodations. If the examination suggests a candidate is not fit, the employer must determine if a reasonable accommodation, such as modified equipment or adjusted duties, would allow the person to perform the essential functions of the job without causing undue hardship. The employer pays for the work physical, as it is a requirement for employment.
All medical information collected during the physical is treated as confidential and must be maintained in separate medical files, apart from the employee’s general personnel file. Although HIPAA governs healthcare providers, the ADA requires employers to maintain the privacy of medical information obtained during these employment-related exams. This strict separation ensures that sensitive health data is used only for the purpose of assessing job fitness and determining necessary accommodations.