Panel Insights: Should we still be contacting an employee's treating doctor?

One of the most frequently asked questions arose once again at our recent panel featuring Cheryl-Anne Laird (Mazars) and Dr Angus Forbes. Here’s some of what Dr Forbes shared in response:

'Treating' doctors

If you're asking doctors for responses to questions, you need to tell them about the circumstances.

Unless they have done additional training, they’ll need you to assist them understand the situation.

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Give context

Help the General Practitioner (GP) understand what it is that the employee actually does. Give them specifics so that they can give you specific responses. A job description and - if you have it - a job task analysis can help, but at the very least give the GP context of the sort of work your employee does and what your concerns are.

You know, your average GP probably has no idea when you say the employee is, say a mechanical engineer. What does that mean? What is it they actually do?

Provide options

I don't think it's entirely unreasonable to put the option on the table to the GP – ‘Do you think this person is able to undertake the full inherent tasks of their role without risk to themselves or others; or do you think we should get an independent medical assessment to fully assess them?'

I have seen a few people do that and it's usually taken up quite well.

This can give the GP that option where they can respond within their level of confidence with the situation. Bear in mind that GPs have a treating relationship with their patient, as well as possibly a long-standing relationship treating the patient’s family. Given this context, their relationship places them in a challenging situation, so the option to refer on can be viewed favourably.