Many employees feel nervous about their first referral to Occupational Health, and it’s completely understandable. Whether you’ve been signed off work, struggling with stress, or dealing with long-term health concerns, the process can feel intimidating. But the truth is, Occupational Health isn’t there to judge you or push you out of your job; their main purpose is to support you, help your employer understand your needs, and create a plan that allows you to return to work safely and sustainably. Understanding what not to say to Occupational Health in UK can make the entire experience smoother and far less stressful. 

The most important thing to avoid is giving answers you think your employer wants to hear. Occupational Health professionals need honest, accurate descriptions of your symptoms, limitations, and challenges. Trying to downplay your condition may delay your recovery, while exaggerating your difficulties can lead to recommendations that don’t reflect your real situation. The key is to be truthful, specific, and realistic about what you are experiencing day to day.

Some employees feel tempted to talk negatively about their manager or colleagues during their assessment, especially if workplace conflict contributed to their stress. Although the Occupational Health practitioner needs to understand the cause of your difficulties, emotionally charged statements or personal attacks rarely help. It’s far more constructive to describe the impact of events rather than criticise individuals. For example, explaining that workload pressures or unclear expectations contributed to your stress is more helpful than blaming a particular person. This keeps the conversation focused on solutions instead of escalating tensions.

Another common mistake is making promises you can’t keep, such as committing to return to work sooner than you feel capable of. Many people worry about how long they’ve been off, especially when they’ve approached the maximum time off for stress in the UK that their employer typically allows. But returning too quickly can lead to relapse, worsening symptoms, and even additional periods of absence. It’s far better to explain what you genuinely feel able to do and to lean on Occupational Health for guidance. Their recommendations carry weight and can give you the breathing room you need to recover safely.

It’s also important not to claim that nothing will help you unless that is genuinely how you feel. Occupational Health often suggests adjustments such as reduced hours, phased returns, workload modifications or temporary changes to responsibilities. If you dismiss every option without thinking, your employer may find it harder to offer reasonable adjustments. If something truly won’t be helpful, explain why. If you’re unsure, say so. The aim is to explore possibilities that support both your wellbeing and your job security.

Mental health is a sensitive topic, and many employees fear being judged. Because of that, some people avoid mentioning anxiety, depression or burnout even when these issues are central to their difficulties. There is no need to hide your mental health struggles; Occupational Health practitioners are trained specialists, and mental wellbeing is a legitimate part of workplace health. With the rise of mental health apps in UK and employee wellbeing platforms across the country, including modern solutions like Spark, more employers than ever recognise the importance of early support. Being open about your mental health allows the practitioner to recommend appropriate strategies, signposting and adjustments.

Similarly, you shouldn’t feel pressured to provide medical opinions or diagnoses. That is the role of your GP or specialist. Occupational Health doesn’t expect you to explain complex medical details; they simply need you to describe how your condition affects your daily functioning and your ability to work. Avoid statements like “I don’t think I’ll ever get better” or “This condition will last forever,” unless this is something a healthcare professional has formally told you. Focus on what you know, what you feel, and what you’ve experienced.

One of the biggest misconceptions is that Occupational Health works on behalf of the employer only. This leads some employees to hold back or speak cautiously. In reality, they operate independently to provide an objective assessment. You don’t need to say things to “protect yourself,” nor do you need to say things to please your employer. You only need to speak truthfully about your situation. Transparency is the best approach because the purpose of the assessment is to create a safe and manageable plan that supports your wellbeing.

A lot of people also worry about being perceived as difficult or demanding, especially when discussing workplace adjustments. But it’s perfectly appropriate to explain what you feel would support your recovery. You don’t need to apologise for needing help. Requests for flexibility, phased returns or reduced workloads during recovery are common and often part of the recommendations made by Occupational Health. The more they understand your needs, the more accurately they can help.

On the other hand, avoid making absolute statements like “I can do everything exactly as before” when you’re not ready. This can work against you and lead to unrealistic expectations. Similarly, saying “I can’t do anything at all” may raise concerns unless you explain your limitations clearly. The goal is balance and clarity.

It’s also wise not to speculate about your employer’s motivations or policies. Stick to your own experience, your symptoms, your challenges and your needs. Occupational Health professionals are not decision-makers; they are advisors. Their role is to provide a clear, evidence-based report to your employer, offering guidance on next steps. Keeping the conversation focused helps them produce a fair and accurate assessment.

Ultimately, what not to say to Occupational Health in the UK comes down to avoiding exaggeration, minimisation, blame and speculation. The best conversations are honest, calm and centred around your wellbeing. With the increasing focus on mental health support, digital wellbeing tools and platforms like Spark, more organisations are recognising the importance of proactive care. Occupational Health is just one part of that wider network of support.

Your wellbeing matters, and the Occupational Health process exists to help you remain in work safely or return to work confidently when the time is right. By approaching the conversation with openness and clarity, you give yourself the best possible chance of receiving the right support, the right adjustments and the right recovery plan. With the right guidance, you can move forward with confidence, knowing that the system is designed to protect both your health and your future.