What Not to Say to Occupational Health in the UK: How to Approach the Conversation

If you’ve been referred to Occupational Health (OH) in the UK, whether for sickness absence, a return-to-work plan, or ongoing health issues at work, it’s natural to feel unsure about what to say—or not say. Occupational Health assessments are not there to punish you, but they are designed to help your employer understand how your health affects your ability to do your job.

Still, it’s important to approach the meeting thoughtfully. Saying the wrong thing—intentionally or not—can lead to confusion, delays, or misunderstandings that affect your workplace support or employment status.

Here’s a guide to what not to say to Occupational Health, why it matters, and how to make sure the conversation works in your favour.

Don’t Say “I’m Fine” If You’re Not

Saying "I'm fine" or downplaying your condition might feel easier than explaining your health situation in full. But if you don’t accurately describe your symptoms, limitations, or how your condition affects your work, you may not get the support you need.

Occupational Health can only make recommendations based on what you tell them. If you underplay your condition, you might miss out on adjustments like phased returns, flexible hours, or equipment support.

Don’t Say “It’s None of Their Business”

It’s understandable to want to keep medical issues private, but OH professionals are medical specialists bound by confidentiality. Their job is to assess how your health impacts your work, not to diagnose or share private details unnecessarily.

If you refuse to engage or withhold key information, it can lead to assumptions, an incomplete report, or your employer making decisions without a full picture—which may not work in your favour.

Don’t Criticise Your Employer or Manager

Occupational Health is a neutral service. It’s not the place to vent about interpersonal conflicts, workplace grievances, or your manager’s behaviour—unless those issues are directly affecting your mental or physical health.

Stick to the facts about how work impacts your health, not workplace politics. If you have a formal complaint, that should go through HR, not OH.

Don’t Say “I Don’t Want Any Help”

Even if you’re wary of workplace intervention, it’s best to stay open to the idea of support. Saying you don’t want or need help can close the door on reasonable adjustments that could improve your wellbeing at work.

If you’re unsure about what you need, it’s fine to say that. Occupational Health can explore options with you, rather than assuming you’re managing fine on your own.

Don’t Guess or Make Things Up

Be honest. If you don’t know the name of your condition, medication, or treatment details, say so. If you haven’t seen your GP yet or are awaiting diagnosis, be clear about that.

Guessing or exaggerating symptoms can create confusion or raise concerns about credibility. Stick to what you know, describe how you feel, and provide medical documents if you have them.

Don’t Say “I Just Want Time Off”

Occupational Health isn't there to issue time off—it’s there to assess fitness for work and recommend adjustments where needed. If time off is appropriate, the report may suggest it, but saying that’s your goal can raise concerns about motivation or honesty.

Focus instead on describing your health condition and what support you may need to stay at work or return safely.

How to Prepare for Your Occupational Health Appointment

Instead of worrying about what not to say, focus on being clear, honest, and well-prepared. Here's how:

• Think about how your health condition affects your day-to-day tasks

• Be ready to explain how long you've had symptoms and whether they're getting better or worse

• Bring any relevant medical evidence (letters, fit notes, prescriptions)

• Be open to discussing changes that might help—reduced hours, different duties, or workplace equipment

• Don’t be afraid to ask questions—it's your health, and you have a right to understand the process

Final Word

Occupational Health is there to support both you and your employer in managing your health at work. Saying the wrong thing—like “I’m fine” when you’re not, or “I just want time off”—can hold up the process or lead to less helpful outcomes.

The best approach is to be open, honest, and focused on what will help you work safely and comfortably. The more accurate and straightforward you are, the more likely it is you’ll receive appropriate support and understanding from your workplace.