Post job offer health questionnaires: what employers can and cannot ask

Inclusion starts before day one

One of the most overlooked, and most powerful, tools for building a mentally healthy and inclusive workplace is the post job offer health questionnaire. Used well, it helps employers identify support needs early, build trust with new hires, and meet their legal responsibilities without crossing into inappropriate or intrusive territory.

For small UK businesses in particular, getting this stage right can prevent problems later and set the tone for a supportive working relationship from the outset.

What is a post job offer health questionnaire?

A post job offer health questionnaire is a short set of questions shared after a conditional offer has been made, not during recruitment.

Its purpose is not to assess capability or fitness for work in a general sense. Instead, it allows employers to understand whether any reasonable adjustments or support may be needed before the employee starts.

When handled correctly, it creates space for open, stigma free conversations about wellbeing, access needs, and how someone works best.

Why This Matters to Small UK Employers

Many employers wait until a problem arises before addressing mental health or wellbeing needs. By that point, trust may already be damaged and issues may feel harder to resolve.

Using a post job offer questionnaire allows you to:

• Identify reasonable adjustments early, such as flexible hours, phased onboarding, or communication preferences

• Demonstrate that wellbeing is taken seriously, not just talked about

• Reduce the risk of misunderstandings or unmanaged health related issues later on

• Meet your duties under equality and discrimination law in a practical, proportionate way

This is not about medicalising the onboarding process. It is about removing barriers before they become problems.

Mental health, disclosure, and trust

It is important to be clear that employees should never feel pressured to disclose health conditions or mental health experiences.

A well designed questionnaire uses neutral, optional language, explains why questions are being asked, sets out clearly how information will be used and who will see it, and focuses on support and adjustments rather than diagnosis.

When this is done properly, many people welcome the opportunity to share what helps them perform at their best.

What a good questionnaire should include

While every organisation is different, effective post job offer questionnaires usually cover:

• A general wellbeing check in rather than clinical questions

• Space to request reasonable adjustments or support

• Preferred working or communication styles

• Reassurance around confidentiality and data handling

• Clear next steps if support is requested

Tone matters just as much as content. Conversational, respectful wording encourages engagement far more than formal or legalistic language.

Common mistakes employers make

Some of the most common issues I see include:

• Asking health questions too early in the recruitment process

• Using generic forms that feel intrusive or unclear

• Collecting information but not acting on it

• Treating the questionnaire as a tick box exercise

Any of these can undermine trust and, in some cases, create legal risk.

Inclusion really does start before day one

Mental health support should not begin only when someone is struggling.

For founder led and growing businesses, early conversations set expectations, build confidence, and help new hires feel seen and supported before they even walk through the door.

If you are reviewing your onboarding process or unsure whether your current approach is appropriate, this is exactly the type of area where a quick sense check can make a real difference.

If you would like to talk through how this fits into your wider onboarding or inclusion approach, you can book a conversation or get in touch directly.

Frequently asked questions from UK employers