An exit medical is a health assessment done when an employee leaves — on resignation, retirement, dismissal or retrenchment — that records their health at separation and compares it with their baseline and annual results. It is the record that protects the company from a claim raised years after the employee has left.
Exit medicals are the first thing skipped and the first thing asked for when a claim lands. Without one there is no documented end point, and no way to show that a condition raised years later did not come from the job.
They are standard practice under an occupational health programme and directly relevant to COID Act liability. For employees exposed to listed hazards, an exit assessment is what documents their health status at separation.
The document issued at the end of the exit assessment. It records the date, the employee’s health status at separation and the findings that matter for the hazards of the role — hearing and lung function, for example — compared with the baseline. It goes on the employee file; the clinical detail stays with the practitioner.
There is no single prescribed exit form for all work, the way Annexure 3 is prescribed for construction. The exit assessment repeats the hazard-specific tests from the baseline and annual medicals, so the three records can be compared line by line, and the outcome is issued as an exit certificate.
The exit assessment is still worth doing — it establishes a documented status at separation. It simply carries less comparative weight than one measured against a baseline.
Yes. Group exits are scheduled as a block, on your site if the numbers justify it.
Inside the notice period in almost every case. Send the separation date with the enquiry.
Send the separation date and the role — or the headcount if you are processing a group exit.