Contact Us

Please contact us for further information:

[email protected]

1300 720 004


HR Advice Online have been the best value for money and insurance against future employment issues for our company. As specialists in the field they have the answers to your questions on the phone or via their excellent easy to use website with letters, agreements and more. Our past experience with expensive legal challenges relating to HR issues have taken up valuable management hours and even worse diverted our attention away from the real task at hand of running a business. We would urge any business owner who is not a HR specialist to take advantage of the services offered by HR Advice Online.

- Ian Oldstein, Bennetts Real Estate

Assessing Fitness for Duty During the Recruitment Process


As an employer, what is acceptable when it comes to assessing a candidate’s physical fitness for a job?

When assessing a candidate’s suitability to perform a role for which they are being considered, it is recommended that you provide them with:

- a copy of the position description,

- a breakdown of the inherent physical requirements of the role

as part of the recruitment process.

In some instances, there may be a requirement to ask a candidate to provide further for information about a disability or medical condition in order for you to:

-  determine whether they will be able to perform the inherent requirements of the role safely,

- to assess any health and safety risks for others within the workplace.

- to identify any adjustments, you could make in the workplace for the candidate.

In such circumstances, rather than asking the candidate directly whether carrying out the duties of the position would adversely affect their medical condition or health, it is recommended that you instead focus on whether the condition may impact on the candidate's ability to meet the inherent job requirements, what strategies they have in place to manage this and what adjustments, if any, they may need to support them in performing their role.

This would help to minimise any risk of a complaint that you are asking questions that could be used for a discriminatory purpose, which is unlawful.

For further assistance with this, please contact HR Advice Online at [email protected] or 1300 720 004.

Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors such as government legislation changes, may not be up-to-date at the time of reading. It is not legal advice and should not be treated as such.

Welcome to HR Advice Online

To subscribe to our content and download our resource tools, you first need to be a registered user on our site. Please register first and you will be redirected to our Membership Page.

Member Login

Forgot Password ?  

Not a member yet? Sign Up!

Australia's Leading Online HR & Safety Advisory Service. 1300 720 004
Privacy Statement     Terms Of Use     Website Powered by SBM     © HR Advice OnLine Pty Ltd