Why Occupational Health Isn’t on Anyone’s Side - And Why That Matters

In the middle, but not on the fence

Occupational health (OH) sits at a unique and often misunderstood position: squarely between employer and employee. This is particularly evident during moments of tension, such as workplace disputes or health-related performance concerns.

Some may assume OH takes sides - especially when clinicians are employed in-house by the organisation. But in reality, a competent OH professional is not aligned with the agenda of either the employee or the employer. Instead, their commitment is to ethical, impartial practice, guided by ethical standards and professional regulatory frameworks.

Serving both parties, without favouring either

A well-functioning occupational health service supports and protects both the individual and the organisation. Its role is to assess, advise, and support—never to advocate solely for one party’s goals. Good OH practice helps both sides navigate the complex intersection of health, performance, and workplace expectations.

Experienced HR professionals and managers understand this neutrality. They recognise that a high-quality OH opinion isn't about choosing sides, but about enabling fair, informed, and legally compliant decisions.

A shared objective: health and productivity

While organisational goals and individual needs may sometimes appear to diverge, they often converge around a shared aim: enabling people to be well enough to work productively, and workplaces to be healthy enough to support them. Occupational health is central to achieving this.

By bringing clinical insight into work-related decisions, OH supports employers to improve workplace performance as well as meet their legal duties, and employees to manage their health within the context of their working lives.

Case study: When performance management meets health 

Consider a case where an employee, undergoing a formal performance management process, begins to show signs of deterioration in mental state. The employer wants to proceed with the process but is rightly concerned about the individual's health. They refer the case to occupational health to assess whether the employee is fit to continue.

The OH clinician's role is not to enable the performance process to proceed at all costs. Nor is it to shield the employee from workplace expectations and responsibilities. Their role is to carry out a careful, ethical, and evidence-based assessment of the individual's current mental state and advise on whether it is safe and appropriate to continue the process—and under what conditions.

In doing so, they help the employer navigate a legally and morally complex situation. At the same time, they ensure the employee’s health is properly considered and supported.

Conclusion: Trusted advice at the work–health interface

Occupational health doesn’t sit on either side—it stands at the interface. And by staying grounded in ethical, impartial practice, it provides a stabilising and professional source of support for all stakeholders.

When done well, occupational health helps organisations act fairly, employees stay safe, and helps leverage the relationship between work and health to everyone’s benefit.

Need occupational health support you can trust?

At Insight Workplace Health, we specialise in impartial, clinically-led advice that supports both your people and your policies. Whether you're navigating complex cases or building a proactive wellbeing strategy, we’re here to help.

Get in touch with our team today to find out how we can support your organisation at the work–health interface.