Indicator 3.4.5

There are occasional situations where the UoC, or the agency involved in recruitment may need to perform medical tests. For example:
- it is required by law
- if the function of the job requires it
- for health and safety reasons.
- Determining whether a medical test is necessary happens through a health and safety risk assessment (Indicator 3.5.4).
Examples of when medical tests may or may not be allowed are:
- An example of when the function of a job might require a medical test is the recruitment of divers, a diver may have to undergo a chest x-ray to demonstrate that they are fit enough to dive regularly.
- An example of when a medical test might be necessary is if an employee is asked to test for Covid-19 before coming into the workplace, to avoid the spread of the disease.
- An example of when a medical test is not allowed is an STI test, which could lead to discrimination about someone’s sexual practices and / or ability to work.
- An example of when a test may be required by national law is the existence of laws in 25 countries that have a law that makes HIV testing mandatory to obtain a work or residence permit: <https://lawsandpolicies.unaids.org/topicresult?i=25&lan=en>. Outside of these 25 countries, an HIV test is not necessary and would not be conducted as it is not relevant for the function of any jobs in aquaculture.

where medical tests are required, the decision for these tests has been based on the outcome of a risk assessment;
employees understand the reasons for the medical tests.