Let’s talk about referrals
Blog written by Nicky Piper, Chief Nursing Officer at Medigold Health.
Let’s be honest, when someone at work is off sick or struggling with their health, it can be tough to know what to do next. You want to support them, you want to do the right thing, but sometimes it’s just not clear what that looks like.
That’s where management referrals come in. They’re one of the most useful tools we have to bridge that gap between work and health. And if you’ve never come across them before, or you’re just not sure how they work, don’t worry. In this blog I explain everything you need to know.
What is a management referral?
In short, it’s when a manager refers an employee to occupational health (that’s us!) to get some expert advice about how their health might be affecting them at work and what support could help.
It might be someone who’s been off sick for a while, someone who keeps having short absences, or someone who’s still working but clearly struggling with a health issue. Whatever the situation, a referral is a way to get a better understanding of what’s going on and how to help.
Our main aims are to support the person, to help them stay in or return to work safely, and take some pressure off managers trying to figure it all out on their own.
What does a Medigold referral actually involve?
We try to keep it really straightforward. Here’s what usually happens:
1. We look at the referral first
Once the referral comes in, one of our clinical team reviews (triages) it to make sure it lands with the right person. Not every case needs to go straight to a doctor; sometimes an occupational health nurse or advisor is the best fit. But if things are a bit more complex (for example, if there’s a long-term condition involved or multiple issues at play), it’ll be routed through to a physician.
This step helps us make sure the employee gets the right kind of support, and it also means things move more efficiently, as you’re not waiting around unnecessarily for appointments that aren’t needed.
2. We chat with the employee
Next comes the appointment. This can happen face to face, over the phone or via video call -whatever works best for the employee and their specific situation.
Our goal during the consultation is simple: to understand what’s going on. We’ll ask them how their health is affecting them day to day, how they’re coping at work (if they’re still working), or what might be stopping them from coming back to work (if they’re off sick).
It’s a chance for them to speak openly in a supportive space and for us to get a full picture of their health, how it’s affecting them in their job role (or vice versa), and what might help make things easier. We’re not there to judge or make anyone feel worse – we’re there to help figure out a way forward.
3. We come up with a plan
Once we’ve got all the info, we’ll start looking at what practical steps could help. We might:
- Recommend a phased return to work, where the employee comes back gradually over a set period of time
- Suggest some temporary or long-term adjustments to their duties or hours
- Offer advice on whether more time off is needed
- Provide recommendations for support, like counselling or further medical input
- In some cases, we might also look at redeployment options or changes to their role.
Whatever our recommendations, we make sure they are realistic, fair and tailored to both the employee’s health and the needs of the business.
4. We write it all down in a clear report
After the appointment, we pull everything together in a written report that goes back to the referring manager or HR contact. Don’t worry – it’s not pages of medical jargon.
The report is designed to be easy to understand. It will outline the key points from the assessment, give a clear opinion on fitness for work and include any advice or recommendations we think will help. It’s there to guide conversations, support decision-making and give managers the confidence to act on solid medical advice.
Importantly, our reports are always written with fairness and sensitivity in mind. We want both the manager and the employee to feel supported.
Why referrals matter
The right support at the right time can make a huge difference, and not just to the individual being referred, but to the whole team.
It ensures employees come back to work in a much better place and takes the pressure off managers, who don’t have to guess or make tricky calls on their own. It also shows employees that their health matters and that their employer genuinely wants to help.
Overall, it’s all about keeping employees in work, safe and well.
Fancy a chat about referrals?
If this post has got you thinking about how you support your team and whether you could improve your approach to employee health and sickness absence, we’re here to help.
Simply drop us a message and we can talk you through how our management referral service works and how it could make a real difference in your workplace.
You can contact us here.
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