You may be asked to fill out a health questionnaire at a job interview or when you are offered a job. A job may be offered on the condition that you first pass a health assessment to determine whether you are physically able to perform the 'inherent requirements' of the job.

If you are thinking of applying for NSW public sector jobs, then you will be required to undertake a health assessment if you are offered a position. Health assessments are conducted by a Public Sector medical practitioner.

A health assessment is made NOT to unlawfully discriminate against you. Health assessments are used to:

• determine whether you have any health issues
• assess any health requirements of the job and determine whether you can meet the inherent requirements of the job
• determine if you require reasonable adjustments to be made to the job to enable you to meet the inherent requirements of the job.

Health questionnaires and assessments may ask specific questions about your disability or health status provided:

• they are directly relevant to the inherent requirements for the job or occupational health and safety concerns
• they are not an undue invasion of privacy
• they are not used for discriminatory purposes.

	Therese has decided to disclose her disability on the medical questionnaire that all employees are asked to complete. She is aware that she will need to negotiate some work related adjustments in order to undertake her role and she is comfortable with disclosing her disability in order to achieve this.

You may disclose your disability on a health questionnaire and/or assessment because it is a requirement or:

• to enable work related adjustments to be identified and implemented
• to have your disability information placed on record should future work related adjustments be required.

You may choose NOT to disclose your disability on a health questionnaire and/or assessment because:

• you can meet the inherent requirements of the position without having to disclose your disability
• your disability may be in remission and therefore not considered relevant to the process
• you may not consider your condition as a disability

	Damien has chosen NOT to disclose his disability because he believes it will not impact on his position, given that he has developed appropriate strategies for managing his disability. He also has a very good work history in which his disability has had no negative impact on his performance.

Your Rights and Responsibilities

You have a right to:

• disclose your disability without fear of discrimination
• know, as prescribed by the Privacy Act 1988 and other state privacy legislation;
• why the organisation is collecting the information
• who and where the information will go to and how to contact them
• any consequences if you do not provide the information
• disclose your disability without fear of being excluded from the position, provided that you have met the inherent requirements of the position and that you are the best applicant.

You have a responsibility to:

• identify if there will be work related adjustments you need in the workplace. It is your responsibility to be prepared to discuss this, either in the interview, when the position is offered or when you are employed in the position
• realise that if you lie on a health questionnaire and/or assessment:
• it may entitle your employer to discipline you or in some cases to dismiss you
• it may breach your legal obligations to disclose possible health and safety rules (under Occupational Health and Safety legislation)
• If it is on a superannuation or income/life insurance form, it may result in you being ineligible for a payment.

For further information about disclosure from health assessments and questionnaires, refer to:
Choosing Your Path. Disclosure: It's a Personal Decision, Health Questionnaires and Assessments

Information Source:

This section has been adapted from the Choosing Your Path. Disclosure: It's a Personal Decision, Health Questionnaires and Assessments