OHS Referral

[TDMN]

Hi, posting on behalf of a friend.

Friend has been suffering with an on/off condition for a while. Her workplace have done a full external referral which is all in writing and made adjustments accordingly but friend has asked them for an OHS referral for no other reason than to get it in writing under the OHS (she is happy with the adjustments and support her workplace are already providing her, she just wants to cover herself as its a long term permanent physical condition that may require more time off in future for surgeries etc) her workplace have said no, not necessary as they have done this other referral and actioned the adjustments.
Can they do this? Can they refuse to refer her to OHS?

Sorry I have to say I am a bit confused here. What is OHS? Is it an external occupational health service? But you say in your first line they've already done a referral to an external service so what extra is it that your friend is asking for?

I can understand the anxiety your friend is feeling as the situation for disabled people in the workplace can feel precarious if their employer isn't supportive, but if her workplace have referred her to their OH department, agreed to the adjustments recommended and confirmed this in writing, I can't really see what more they should or could be doing? Unless there is some dispute I can't see what more a third party could achieve.

Hi Maxelly, yes occupational health referral. I think she is just convinced that an OHS referral would carry more weight if it ever came to the point that her time off triggered any absence management procedures/dismissal. I think someone else she works with has given her this impression and scared her into thinking she wont be 'covered'

If her needs are met then there's no need, just keep any emails and a log of meetings with dates, who attended and what was agreed. If they go back on previous support then call ohs. Otherwise it's just additional stress and completely unnecessary.

Tell her to send an email to the relevant manager summarising the adjustments that have been put in place and why. Ask them to confirm they are happy to recognise them as reasonable adjustments in relation to her disability under the Equality Act by acknowledging the email and it'll cover her.