Atgyfeiriadau i Iechyd Galwedigaethol

Diweddarwyd y dudalen: 02/07/2026

Atgyfeiriadau i Iechyd Galwedigaethol

Dylai'r rheswm dros atgyfeirio a'r broses gael eu trafod yn llawn â'r gweithiwr cyn gwneud atgyfeiriad. Ewch i adran OH y fewnrwyd i gael mwy o wybodaeth am Ffioedd OH a'r broses wrth wneud atgyfeiriad.

Costau i'r Gweithiwr

O 1af Ionawr 2015 cyflwynodd y Llywodraeth eithriad treth o hyd at £500 (fesul blwyddyn, fesul gweithiwr) ar gyfer triniaethau meddygol a argymhellir i helpu gweithwyr i ddychwelyd i'r gwaith. Bydd yr eithriad hwn yn berthnasol i driniaethau a argymhellwyd gan weithwyr iechyd proffesiynol yn y gwasanaethau Iechyd Galwedigaethol.

Os yw gweithiwr wedi bod yn absennol o'r gwaith oherwydd salwch neu anaf am gyfnod o bedair wythnos o leiaf, neu'n debygol o fod yn absennol, ac argymhellir triniaeth feddygol, fel ffisiotherapi, i gynorthwyo'r gweithiwr i ddychwelyd i'r gwaith, gall yr Awdurdod dalu costau meddygol hyd at £500 fesul blwyddyn dreth heb arwain at fudd trethadwy i'r gweithiwr.

Bydd unrhyw daliad dros y terfyn £500 yn agored i dreth a chyfraniadau yswiriant gwladol ar y swm dros ben.

Pryd i atgyfeirio at Iechyd Galwedigaethol

Gall rheolwr wneud atgyfeiriadau at Iechyd Galwedigaethol ar unrhyw adeg yn ystod gwasanaeth gweithiwr. Yn fwyaf tebygol bydd hyn yn ystod cyfnod absenoldeb salwch gweithiwr neu'n dilyn cyfnod o achlysuron o absenoldeb. Nid oes angen i weithwyr fod yn absennol oherwydd salwch i atgyfeiriad gael ei ystyried. Ar adegau bydd gweithwyr yn cael eu hatgyfeirio i gael cymorth ychwanegol trwy'r Uned Iechyd Galwedigaethol er mwyn gallu osgoi absenoldeb yn y dyfodol.

Gellir ystyried atgyfeiriad ar gyfer gweithiwr yn yr amgylchiadau canlynol:

mae gweithwyr wedi cyrraedd sbardun ffurfiol
mae gweithwyr wedi cyflwyno 'Nodyn Ffitrwydd' sy'n rhoi gwybod am absenoldeb parhaus am dros 28 diwrnod calendr
mae gweithwyr yn profi iechyd seicolegol gwael
mae gan weithwyr anaf neu gyflwr cyhyrysgerbydol
yn dilyn anaf sy'n gysylltiedig â'r gwaith
nodi/adolygu addasiad rhesymol

Pam fod angen atgyfeiriad?

Diben cyfeiriad yw sicrhau asesiad meddygol gwrthrychol o iechyd gweithiwr yng nghyd-destun ei gyflogaeth. Bydd y wybodaeth hon yn cynorthwyo'r Awdurdod wrth ddarparu'r gefnogaeth fwyaf priodol yn ystod cyfnod o absenoldeb i hwyluso dychwelyd i'r gwaith.

Sut i wneud atgyfeiriad

Mae angen i'r rheolwr lenwi atgyfeirio ar-lein Iechyd Galwedigaethol.

Why should you refer?

Help managers resolve a situation where an employees’ health may be affecting the way they do their role
See if their role is affecting their health
Duty of care to ensure an employee is medically fit to undertake their role
Ensure work conditions do not cause adverse effects on employees such as an Occupational Illness. E.g Hand Arm Vibration Syndrome/ Occupational Asthma/ Musculoskeletal disorders
To assess if adjustments are required for a new medical diagnosis

When should you refer?

Before making a referral, managers should also speak to HR to discuss the case, and explore whether other steps may be more appropriate (such as ISA or DSE assessment).

There is no need for the employee to be absent due to sickness to refer.

Managers should refer:

When medical advice is needed to support employees.
To assist employees to maintain work
To help employees return to work sooner.
To be proactive – early referral = early intervention and support where required.

Other...

Long term absence
Medical condition impacting on role
Short term absence
Ill-Health that may be due to work
Ill-Health Retirement
General Health Concerns impacting on work

What to Include?

Background: Occupational Health will need to know specifically why an employee is being referred, and any relevant background information to ensure it is triaged to the most appropriate practitioner. (Diagnosis, symptoms, treatment)
Adjustments: Any adjustments that have been put in place to date with timescales as well as any that can be accommodated moving forward. (Phased return/ light duties etc.)

We also request that you included the following:

Has the absence been managed e.g. what stage is the employee on?
What assistance/support has been offered or arranged to date?
If the referral is stress related, has the ISA been completed?
Any additional questions or concerns that need to be raised to move the case forward.

Additional for re-referrals/updates:

All necessary information regarding the employee since the last appointment.
Any adjustments that have been put in place, and their timescales and any further adjustments you can/cannot accommodate.
Information regarding to any additional support that has been put in place.
Ensure that the consultation questions are relevant to the information that you wish to receive from the report and input any additional questions that you wish to have answered in the additional box.

What not to include?

Avoid generic request to review, please ensure you provide details/ updates on condition that may have changed since they were seen previously
Do not request specific details on medical condition. Please only request details on how the condition may affect the role or vice versa
Is the employee likely to be in regular attendance in the future? – this is impossible to predict as attendance depends on so many variable factors.
Please do not refer employees for a fitness to work assessment if they are off work, awaiting significant surgery e.g. heart and lung transplant.) However, employees can be referred for advice on adjustments if in work or Emotional support from the Wellbeing Support Service.
Do not copy and paste the outcome of absence management letters/ WSS interim report. Please summarise these if the information is relevant

What to do when you receive your medical report?

When you receive the medical report, check you understand the information. If you have any queries on the report, or do not understand medical terms or advice in the content please contact Occupational Health as soon as possible.

Please note, that opinions expressed in the report are based on specialist clinical knowledge and experience and are, therefore, not subject to negotiation or amendment.

The advice given by the OH Practitioner is advice. You, as the manager, have to consider whether the advice given to you is practical to implement, taking into account organisational factors. However, you would also need to be able to justify why you cannot implement the advice, having sought it. We would recommend that you should liaise with HR in this instance should the situation end up as an employment tribunal case.

When a medical report is received, we would advise that a conversation be had between yourself and the employee on how best to move forward based on the recommendations made within the report. The discussions should cover how these can be implemented. Although you have received the advice from OH, should you require assistance undertaking these meetings or managing sickness absence we would encourage you to contact your HR representative. HR can advise on policy, employment law and how to support and signpost employees to the relevant services I.e. financial/ flexible working etc.

When to re-refer?

A re-referral may be required if your employee has been away from the workplace for a prolonged period and you require further medical advice to assist you in supporting them and their absence.

A re-referral may also be recommended if a person is deemed Currently unfit for work but could return in the near future.

A re-referral may also be required if a new medical diagnosis is made during an absence for another condition.

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