What should be done if an employee refuses a fitness for duty assessment?

When an employee refuses a fitness for duty assessment, it is crucial to consider their refusal as a significant factor in the overall fitness evaluation. Company policies often define how such refusals should be handled, and recognizing the refusal allows the organization to adequately assess the implications it has on the employee's ability to perform their job safely and effectively.

By treating the refusal as a relevant factor, the organization can ensure that it is following due process and adhering to legal and ethical guidelines. This approach respects the employee’s rights while also addressing the potential risks that their refusal may pose to themselves or others in the workplace. Additionally, documenting the refusal and referencing company policy can provide the necessary framework if further action is required, such as discussing the implications of the refusal with the employee or considering additional steps within the organization’s protocols.