What to Expect at a Pre-Employment Medical
Got a pre-employment medical coming up? Here is a straightforward walkthrough of what happens, what to bring, how long it takes, and what your rights are as a candidate.
What a Pre-Employment Medical Actually Is
A pre-employment medical is a health assessment that your potential employer requires before you start a new job. Its purpose is to check that you can safely perform the physical demands of the role you have been offered. It is not about finding reasons to reject you - it is about making sure the role is a good fit for your current health and physical capacity.
The assessment is conducted by a qualified health professional, typically an AHPRA-registered physiotherapist or an occupational health nurse, depending on the provider. The specific tests you go through depend on the type of role you are being assessed for. A desk job will have a different assessment to a labouring role on a construction site.
If you have been asked to attend a pre-employment medical, here is what to expect from start to finish.
Step-by-Step: What Happens During the Assessment
Paperwork and consent
When you arrive, you will be asked to fill in a medical history questionnaire. This covers things like previous injuries, surgeries, current medications, and any existing health conditions. You will also be asked to sign a consent form that explains what the assessment involves and how your health information will be handled. Take your time with the questionnaire and be honest - the information helps the assessor understand your health background.
General health checks
The assessor will check your blood pressure, heart rate, height, and weight. They may also conduct a vision screening (reading letters on a chart at a set distance) and a hearing screening. These are quick, painless checks that provide baseline health measurements. If you wear glasses or contact lenses for vision correction, bring them along and let the assessor know.
Musculoskeletal assessment
The assessor will check your range of motion, strength, and flexibility across your major joints - shoulders, back, hips, knees. They will ask you to perform movements like bending, reaching, squatting, and rotating your trunk. This part of the assessment checks that your muscles and joints are functioning well enough for the physical demands of the role. It is not a fitness test - you do not need to be an athlete.
Functional tasks (for physical roles)
If the role involves physical work - lifting, carrying, pushing, pulling, climbing - you will be asked to perform simulated work tasks during the assessment. For example, you might be asked to lift a crate from the floor to waist height, carry it a short distance, push a trolley, or climb a ladder. The assessor watches your technique and records the maximum weight you can safely handle. These tasks are matched to what the actual job requires, so they are practical and relevant to the work you will be doing.
Drug and alcohol screening (if required)
Many employers require a drug and alcohol screen as part of the pre-employment process. This is standard for construction, mining, transport, warehousing, and manufacturing roles. You will be asked to provide a urine sample or a saliva sample (or both). If you are taking any prescribed medications that could cause a positive result, let the assessor know before the test. Bring evidence of your prescription if possible.
Additional tests (role-dependent)
Depending on the role, you might have additional tests. Audiometry (a hearing test where you listen for tones through headphones) is common for roles with noise exposure. Spirometry (breathing into a tube to measure lung function) is used for roles with dust or chemical exposure. Colour vision testing may be required for electrical or transport roles. Your employer or the assessment provider will tell you in advance what tests are included.
What to Bring
Being prepared makes the assessment go smoothly and avoids unnecessary delays. Here is what you should bring with you.
Photo identification
A current photo ID such as a driver's licence, passport, or state ID card. The assessor needs to confirm your identity before the assessment begins. This is a standard requirement for all pre-employment medicals.
List of current medications
If you take any prescription or over-the-counter medications, bring a list of what you take and the dosage. If a drug test is included, bring evidence of your prescription (such as the pharmacy label on the medication box) so you can declare it before the test. This is important for medications that could cause a positive result, such as codeine-based painkillers or benzodiazepines.
Glasses or hearing aids
If you use glasses, contact lenses, or hearing aids, bring them. The vision and hearing tests are conducted with your corrective devices in place, as this reflects your actual capacity in the workplace.
Comfortable clothing and closed-toe shoes
Wear clothing that allows you to move freely - tracksuit pants or shorts and a t-shirt are fine. Closed-toe shoes are required for the functional assessment components. Do not wear jeans, dress shoes, or restrictive clothing that limits your movement. If the assessment includes lifting or physical tasks, you want to be able to move naturally.
Referral or booking details
Bring any paperwork from your employer or the assessment provider, including the booking confirmation and the name of the role you are being assessed for. This helps the assessor match the assessment to the correct job requirements.
How Long Does It Take?
The duration depends on the type of assessment and what tests are included.
Standard Medical: 30 to 60 minutes
Covers medical history, physical examination, basic health checks, and a musculoskeletal screen. This level of assessment is typical for office, retail, and light-duty roles.
Medical + Drug Test: 45 to 90 minutes
Adds a drug and alcohol screen (urine or saliva) to the standard medical. Common for construction, transport, and warehouse roles.
Full Assessment with FCE: 1.5 to 3 hours
Includes everything above plus a full functional capacity evaluation with job-specific physical tasks. Required for physically demanding roles where the employer needs to verify your capacity against the specific job demands.
With Audiometry and Spirometry: Add 20-30 minutes
Each additional test (hearing, lung function, colour vision) adds time. If your assessment includes several add-on tests, allow extra time.
Plan to have the entire time slot free. Do not schedule something immediately after the assessment in case it runs slightly longer than expected.
What Happens With Your Results
After the assessment, the clinician prepares a report for your employer. Here is what you need to know about the report and your results.
Your employer gets a fitness-for-duty recommendation
The report tells the employer whether you are fit for the role, fit with restrictions, or unfit for the specific role. The employer receives the recommendation and the reasoning behind it, but they do not receive a detailed copy of your medical history or individual test results unless you consent to that.
Your detailed health information stays private
Under the Privacy Act 1988, your health information is classified as sensitive information and is subject to strict handling requirements. The assessment provider is only permitted to share the information necessary for the fitness-for-duty determination with your employer. Your full medical history, individual test results, and the details of any health conditions are not disclosed to the employer without your explicit consent.
You can request a copy of your results
You have the right to request a copy of your own assessment results. If you want to see what the report says, ask the assessment provider. They are required to provide you with access to your own health information under the Privacy Act.
Your Rights as a Candidate
You are not powerless in this process. As a candidate, you have specific rights that the employer and the assessment provider must respect.
Privacy and confidentiality
Your health information is protected under the Privacy Act 1988. The assessment provider can only share what is necessary for the fitness-for-duty determination. Your employer should not have access to your full medical file or detailed test results unless you give explicit consent.
Anti-discrimination protection
Under Commonwealth and state anti-discrimination legislation, an employer cannot refuse to hire you solely because you have a disability or health condition, unless that condition means you cannot perform the inherent requirements of the role. The assessment must focus on whether you can do the job - not on your medical diagnoses in isolation. If you feel you have been unfairly excluded based on a health condition that does not affect your ability to do the role, you may have grounds for a discrimination complaint.
Informed consent
You should be informed about what the assessment involves before it begins, and you should sign a consent form before any tests are conducted. If you are not comfortable with a particular test or procedure, you can raise this with the assessor. However, be aware that declining part of the assessment may mean the provider cannot make a complete fitness-for-duty recommendation.
Right to declare medications
If a drug test is included, you have the right to declare any prescribed medications before the sample is collected. A positive result for a prescribed medication with a valid prescription is typically not treated the same as a positive result for an illicit substance.
Tips for the Day
A few practical tips to help the assessment go as smoothly as possible.
Stay hydrated
Drink water before you arrive. If a urine test is included, being well-hydrated makes it easier to provide a sample. If a saliva test is included, having a normally hydrated mouth helps with collection. Do not overhydrate - just drink normally in the hours before the appointment.
Be honest on the questionnaire
The medical history questionnaire is there to help the assessor understand your health background. Do not omit previous injuries, surgeries, or conditions. The assessor is not looking for reasons to fail you - they are looking for information that helps them conduct an accurate assessment. Concealing a relevant condition could lead to an inaccurate result.
Arrive on time and rested
Get a reasonable night's sleep before the assessment, eat normally, and arrive on time. If you are tired, dehydrated, or rushing, your physical assessment results may not reflect your actual capacity. This is not an exam - just show up as your normal, rested self.
Ask questions if unsure
If you do not understand what a test is for or what you are being asked to do, ask the assessor. They should explain each component before conducting it. You should feel comfortable with what is happening at every stage of the assessment.
Do not push through pain
If you experience pain during any part of the functional assessment, tell the assessor immediately. The assessment should stop or be modified. You are not expected to push through pain to prove something. The assessor needs to know your actual limits, and concealing pain leads to an inaccurate result and could cause injury.
About Wellworx: We conduct pre-employment medical assessments across Sydney. All assessments are conducted by an AHPRA-registered physiotherapist. If your employer has booked you in with us, you can expect a professional, straightforward experience. If you have any questions before your appointment, get in touch.
Frequently Asked Questions
Can I fail a pre-employment medical?
The assessment does not produce a pass or fail result in the traditional sense. It produces a fitness-for-duty recommendation: fit, fit with restrictions, or unfit for the specific role. Being found unfit for one role does not mean you are unfit for all roles - it means the physical demands of that particular role do not match your current physical capacity.
Does my employer see my full medical results?
No. Under the Privacy Act 1988, your employer receives a fitness-for-duty recommendation and the reasoning behind it, but not your detailed medical history or individual test results. Your full health information stays with the assessment provider and is only shared with your explicit consent.
What should I do if I have a pre-existing injury?
Disclose it on the medical history questionnaire. Having a pre-existing injury does not automatically mean you will be found unfit for the role. The assessor evaluates your current functional capacity against the specific demands of the role. Many people with pre-existing conditions are fully capable of performing their target role. Concealing a condition can lead to an inaccurate assessment.
Key Takeaways
- Assessment takes 30 min to 3 hours
- Bring photo ID and medication list
- Wear comfortable clothing
- Your health info stays private
- Anti-discrimination protections apply
- You can request your own results
- Declare prescribed medications upfront
Got a Pre-Employment Medical Coming Up?
If your employer has booked you with Wellworx, you are in good hands. AHPRA-registered assessor, professional experience.
Contact Usor call 0431 092 829
Content reviewed by Jovi Villanueva, AHPRA Registered Physiotherapist, SIRA Approved Provider, Principal Physiotherapist at Wellworx Workplace Solutions.
Need to Book a Pre-Employment Medical?
On-site delivery across Sydney. AHPRA-registered physiotherapist. Reports within 24 hours.