An employment physical, also known as a pre-employment medical examination or pre-employment physical, is a medical assessment conducted as part of the hiring process for a job. The purpose of an employment physical is to evaluate an individual’s overall health and physical fitness to determine their ability to perform the duties required for the job safely and effectively.

The components of an employment physical can vary depending on the specific requirements of the job and the employer’s policies. However, typical components may include:

Medical History Review: The individual may be asked to provide information about their medical history, including past illnesses, injuries, surgeries, and any current medical conditions or medications.

Physical Examination: A thorough physical examination may be conducted by a healthcare provider. This examination may include assessments of vital signs (such as blood pressure, heart rate, and temperature), vision and hearing tests, evaluation of mobility and flexibility, and examination of specific body systems (such as cardiovascular, respiratory, and musculoskeletal systems).

Drug and Alcohol Testing: Some employers may require drug and alcohol testing as part of the employment physical to ensure a safe and drug-free work environment. This testing may involve urine, blood, saliva, or hair follicle samples.

Immunization Verification: Employers in certain industries, such as healthcare or childcare, may require proof of immunizations to protect against communicable diseases.

Fitness for Duty Assessment: The healthcare provider may assess the individual’s physical capabilities and determine if they are fit for the specific job duties, including any physical requirements or lifting restrictions.

The results of the employment physical are typically used by the employer to make informed decisions about the individual’s ability to perform the job safely and may also help identify any accommodations or modifications that may be needed. It’s important to note that employment physicals must comply with relevant laws and regulations, including those related to medical privacy (such as the Health Insurance Portability and Accountability Act, or HIPAA) and anti-discrimination laws (such as the Americans with Disabilities Act, or ADA).