By Daniel Morgan-Williams, Founding Director of Visualise Training and Consultancy
Introduction
It’s a familiar story for many occupational health professionals: an employee with a disability, such as visual impairment or hearing loss, is struggling in their role. The immediate assumption from managers or HR is often that the person may need to go on sickness absence, or worse, leave the organisation entirely. But sometimes, the difference between “unfit for work” and “thriving in role” can be as simple as arranging the correct workplace assessment.
This is the story of how a targeted, specialist workplace assessment transformed one employee’s working life, demonstrating the vital role that occupational health professionals can play in preserving skills, productivity, and wellbeing.
The Situation
Sarah, a customer service advisor, had been with her company for over ten years. Over the past two years, she had experienced progressive sight loss due to retinitis pigmentosa. She was finding it increasingly difficult to read customer details on her screen, navigate the company’s CRM system, and manage emails efficiently.
Her line manager noticed a decline in her performance and an increase in her error rate. Colleagues also commented that Sarah appeared withdrawn and was avoiding specific tasks. Concerned, the manager referred her to occupational health for advice.
Initial Occupational Health Assessment
At her initial OH appointment, Sarah explained her challenges and admitted she was worried about losing her job. She had already been to her optometrist, who confirmed her visual deterioration, but no workplace solutions had been explored.
This was a pivotal moment for the OH practitioner: they could have signed Sarah off as unfit for work, or they could have recommended a specialist workplace assessment to identify necessary adjustments.
The Specialist Workplace Assessment
The OH practitioner referred Sarah for a visual impairment workplace assessment with a specialist provider. The assessment involved:
– A detailed consultation about her job role and visual needs.
– Observation of her workstation and environment.
– Testing of different assistive technology options.
– Evaluation of lighting, screen positioning, and contrast.
– Recommendations for both equipment and changes to working practices.
The Recommendations
The final report suggested practical, cost-effective adjustments, including:
– Screen magnification software to make text and images easier to read.
– Anti-glare screen filter to reduce eye strain.
– High-contrast settings on her operating system.
– Voice dictation software for composing longer emails.
– Training for Sarah and her manager on using assistive technology.
– Adjusting her workload to reduce visually demanding tasks.
The Outcome
Within two weeks of implementing these recommendations, Sarah’s productivity had returned to its previous level. Her confidence improved, and she re-engaged with her colleagues; her error rate dropped significantly.
From HR’s perspective, the assessment was a success story: a valued, experienced employee was retained, costly recruitment was avoided, and the company demonstrated compliance with the Equality Act 2010.
Lessons for Occupational Health
This case shows why workplace assessments are such a powerful tool for OH professionals:
– They provide tailored, practical solutions that go beyond medical diagnosis.
– They offer HR a clear, actionable plan to support the employee.
– They can prevent unnecessary sickness absence and job loss.
– They demonstrate proactive compliance with legal obligations.
Conclusion
For occupational health professionals, recommending a specialist workplace assessment can be the difference between losing a skilled worker and enabling them to thrive. By recognising the signs early and acting decisively, OH practitioners can protect both employee wellbeing and organisational performance.
Course of Action
If you are assessing an employee with visual or hearing loss who is struggling at work, consider recommending a specialist workplace assessment to support their needs. This ensures adjustments are tailored, effective, and compliant with the Equality Act 2010.
To find out more or make a referral, visit https://visualisetrainingandconsultancy.com/workplace-assessments