Buying OH: 11 Questions to Ask Before You Renew Your Contract

A smiling woman wearing a mustard-yellow jumper sits at a desk with a laptop open in front of her. She holds a white mug printed with the OH One logo.

As sickness absence rates hit record highs across the UK and the year ends, many employers are reviewing their occupational health contracts. But renewing on autopilot could mean missed opportunities for better outcomes, stronger compliance, and real cost savings.

Before you sign again, ask these 11 questions.

1. Are we still getting value for money?

Compare cost per assessment and report turnaround times with sector benchmarks. If prices have increased but quality hasn’t, it’s time to negotiate.

2. How quickly are management referrals completed?

The gold standard: report turnaround within 5–10 working days. Delays directly extend absence costs.

3. Who’s writing and signing off our reports?

Ensure assessments are completed by registered clinicians, not admin staff. Only registered OH nurses, physios, or doctors ensure legal compliance.

4. Are we receiving clear, actionable recommendations?

Every report should tell managers what to do next. If reports feel vague, your OH partner isn’t adding value.

5. Is the provider SEQOHS accredited?

SEQOHS accreditation is the quality standard for occupational health providers and guarantees governance, quality assurance, and clinical standards. It’s a mark of trust.

6. Do we have access to health surveillance and statutory medicals?

If you operate in construction, manufacturing, or safety-critical environments, your provider must deliver compliant testing. Safety-critical sectors can’t afford gaps. Ask if audiometry, spirometry, and HAVS are covered.

7. Are mental health and musculoskeletal (MSK) issues addressed early?

Proactive early-intervention pathways such as counselling, physiotherapy, or Access to Work signposting can save months of absence and ensure job sustainability.

8. Can our managers speak directly to a clinician?

Direct clinical advice reduces misunderstandings and ensures safe, timely decision-making.

9. Is communication inclusive and accessible?

Plain English, neuro-inclusive, disability inclusion and interpreter access demonstrate commitment to equality and engagement.

10. Are we getting flexibility for hybrid or remote work?

Your OH partner should adapt assessments to modern working patterns, including virtual consultations and ergonomic reviews. Virtual Display Screen Equipment (DSE) and remote RTW assessments should now be standard.

11. Does the provider align with new national priorities?

The Keep Britain Working Report (Nov 2025) places employers at the heart of tackling long-term sickness absence. Your OH provider should already be integrating its recommendations on early intervention, manager training, and workplace retention.

Choosing the right OH provider isn’t just procurement; it’s about protecting productivity, compliance, and wellbeing. The best question of all might be: Would our employees say they feel genuinely supported?

If your renewal is coming up, let’s help you benchmark your current contract against the latest standards and outcomes.

Book here a quick review with OH One Occupational Health — no obligation, just clarity.