A recent article by Maria Boulio from Business Chamber Queensland highlights where employers often go wrong, and what “getting it right” actually looks like for Queensland businesses.
As outlined in Business Chamber Queensland’s article, pre-employment medicals are now common across construction, logistics, industrial and service roles. Used well, they help reduce injuries, downtime and compensation claims. Used poorly, they can expose a business to discrimination complaints, privacy breaches and legal risk.
The key message is simple: it’s not the medical that causes problems — it’s how the information is used.
What employers need to get right
The article highlights several non-negotiables for employers:
- Focus on inherent job requirements, not a person’s medical history
- Collect only what’s necessary to assess whether someone can safely do the role
- Obtain proper consent and treat medical information as sensitive data
- Avoid assumptions — a medical report is a starting point, not the decision itself
Importantly, employers can only lawfully decline a candidate if:
- the condition prevents them performing the inherent requirements of the role, and
- reasonable adjustments have been genuinely considered and ruled out.
A common trap to avoid
One of the biggest risks identified is treating medical restrictions as automatic disqualifiers. Instead, employers should:
- clarify what the role truly requires
- explore practical adjustments
- document the decision-making process
This documentation is often what protects a business if a decision is later challenged.
A smarter way forward
A clear, consistent internal process — covering consent, privacy, inherent requirements and decision-making — provides far more protection than relying on a medical report alone.
To find out more, we encourage members to read the full Business Chamber Queensland article by Maria Boulio here: “Pre-employment medicals: What employers must get right”
