The cost to business arising from ill health absence is widespread and cannot be accurately quantified. Neither is it possible to determine precisely how much ill health absence is directly or indirectly related to a work activity.

Certain forms of ill health may lead to a reduction in the quality or quantity of work produced by an individual. People are at their most productive when they are in the peak of health.

Work-related ill health conditions may include dermatitis, occupational asthma, certain upper limb disorders, noise-induced hearing loss and various respiratory diseases from exposure to substances. Non-occupational conditions which can affect regularity of attendance and work performance may include smoking-related diseases, alcohol-related diseases and other consequences of the lifestyle adopted.

The employer may argue with some justification that the responsibility for monitoring general health is primarily that of the Department of Health, via the National Health Service and the general practitioner. However, there are clear benefits that an employing organisation can derive from adopting a proactive approach and by sharing the responsibility for health care.

A work-related adverse health condition may attract a claim for damages and this will ultimately affect the profitability of the organisation.

The Health and Safety at Work Act 1974 requires the employer to take account of employee health, safety and welfare. There is also a moral duty upon an employer to ensure that health is not jeopardised by a work activity. The Management of Health and Safety at Work Regulations 1992 require health surveillance where there is a technique available that can measure the effects of exposure to a health hazard and where the results would be of benefit. In certain circumstances medical surveillance is mandatory.