Driving safely goes beyond adhering to traffic laws. Drivers must ensure their health does not impair their ability to operate a vehicle safely. This responsibility is crucial not only for individual drivers but also for employers who require their employees to drive for work purposes. Employers have a legal duty to minimise risks associated with driving for work to protect both their employees and the public.
According to the Health and Safety Executive (HSE), driving for work is one of the most dangerous activities workers undertake. This risk applies to company vehicles, "grey fleet" vehicles (when individuals drive their own vehicles for work purposes), and even those engaged in gig economy roles that involve driving. The GB medical standards for driver licensing are categorized into two groups:
● Group 1: Cars and motorcycles
● Group 2: Large lorries and buses
At Insight Workplace Health, we assist employers by conducting driver medicals to ensure their workforce is fit to drive. Over the years, we've observed that understanding the roles and responsibilities around fitness to drive can be challenging for both workers and employers. With guidance from the Driver and Vehicle Licensing Agency (DVLA), the HSE, and the Society of Occupational Medicine (SOM), it's easy to feel overwhelmed. To simplify, we've broken down the essentials.
1. A wide range of conditions affect fitness to drive
While visual impairments and epilepsy are commonly associated with fitness to drive, the DVLA's guidance covers a vast array of health conditions. These include:
● Chronic Conditions: Including diabetes, high blood pressure, asthma
● Mental Health: Including anxiety, depression, personality disorder
● Sleep Disorders: Including obstructive sleep apnoea (a condition causing interrupted breathing during sleep)
It's important to note that individuals might not have an official diagnosis but could still meet the criteria for conditions affecting driving safety. Alcohol misuse is a common example where individuals may not be under medical care or even realise they are unwell but still pose a risk on the road. In such cases, appropriate action is necessary, even if the individual isn't known to healthcare services.
2. Health risks associated with driving for work
Recent SOM guidance brings together evidence that driving for work is linked to specific health risks. For example, the longer an individual spends driving their work vehicle, the higher their reported level of depressive symptoms. There is also a correlation between number of hours at the wheel, depressive symptoms and number of accidents. The fact that driving is associated with certain health risks emphasises the need for occupational health support with fitness to drive.
3. Legal duty to notify the DVLA of certain conditions
Some medical conditions require drivers to notify the DVLA, and in some cases, individuals must stop driving immediately. Notifying the DVLA is a legal duty for drivers and a professional duty for clinicians, even if the driver currently meets the required medical standards.
● Driver’s Responsibility: If an assessment reveals a condition that meets the DVLA's notification criteria, the driver must inform the DVLA.
● Clinician's Role: If a driver fails to notify the DVLA, clinicians should support them in fulfilling this duty, including offering a second opinion. Clinicians may need to breach confidentiality to notify the DVLA if there's a significant risk to public safety.
4. Beyond driving for work
Our broader range of services at Insight Workplace Health may uncover health issues affecting an individual's ability to drive outside of work, even when they are not driving for work . Public safety is paramount, and even if a condition doesn't impact workplace duties directly, it still requires action:
● Supporting Notification: Occupational health professionals will assist individuals in notifying the DVLA as required.
● Professional Duty: If an individual refuses to notify the DVLA, clinicians may need to breach confidentiality to ensure public safety.
5. The DVLA's medical enquiry process
Upon notification, the DVLA initiates a medical enquiry:
● Immediate action: If a clinician deems a driver unfit, the licence may be revoked or refused immediately.
● Ongoing driving: If the driver is currently fit, they may continue driving during the enquiry.
● Outcome: Most notifications result in drivers retaining their licence, sometimes with added restrictions.
6. Employer responsibilities and actions
Understanding these processes is crucial for employers:
● Acting on recommendations: Employers must act on occupational health assessments regarding an employee's fitness to drive.
● Legal duty: Failure to address these recommendations can lead to legal consequences and jeopardise workplace safety.
7. Complexity of fitness to drive cases
Fitness-to-drive assessments can be intricate and emotionally taxing:
● Impact on individuals: Drivers may experience stress affecting their personal and professional relationships, sometimes due to loss of income.
● Organisational effect: Complex cases can strain workplace dynamics and operational efficiency.
● Knowing when to bring in additional support: Insight Workplace Health offers support services to navigate these challenges effectively.
Conclusion
Understanding fitness to drive is essential for maintaining road safety. With numerous health conditions potentially affecting driving ability and the legal obligations to notify the DVLA, both individuals that drive for work, and their employers must stay informed.
Occupational health services play a vital role in assessing fitness to drive, supporting individuals through the notification process, and helping employers fulfill their legal duties.
At Insight Workplace Health, we're committed to providing comprehensive support for driver medicals and related occupational health services.
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