Not in the pass-or-fail sense most people worry about. A pre-employment medical checks whether you can safely do one specific job, and the certificate says fit, fit with restrictions, temporarily unfit or unfit for that job. A restriction or a temporary finding is far more common than a flat "unfit", and the medical can only test for what the job actually requires.
Whether you are fit for this job, with its particular demands and exposures. It is not a general health check and it is not a verdict on you as a person. The certificate records one of four outcomes for the role: fit, fit with restrictions, temporarily unfit, or unfit.
That is why the same person can be fit for an office job and need a restriction for work at height. The question is always the job.
Something that would make that particular work unsafe for you or for others right now. Which things matter depends entirely on the job, for example:
Hearing and lung-function tests for noisy or dusty work are different: their main job is to record your baseline, so later tests can show whether the work is affecting you. Many findings are also temporary. Once blood pressure is treated, for example, you can be reassessed.
The Employment Equity Act prohibits medical testing of an employee, and a job applicant counts as one, unless legislation requires or permits it or it is justifiable, for example by the inherent requirements of the job. HIV testing is prohibited unless the Labour Court has declared it justifiable.
So a lawful pre-employment medical tests for the demands of the role you applied for, and nothing else.
Your employer receives the outcome for the job, and any restriction they need to act on. The clinical detail stays with the practitioner. Health information is special personal information under POPIA, and an employer is not entitled to your diagnosis because it paid for the medical. Anything more is shared only with your consent.
Booking one yourself in the Helderberg? See pre-employment medicals for individuals in Somerset West.
Not by itself. Employers often send someone for a medical once they intend to appoint them, sometimes as a condition of the offer, but the hiring decision stays with the employer. The certificate only tells them whether you are fit for the work.
They see the outcome for the job (fit, fit with restrictions, temporarily unfit or unfit) and any restriction they need to act on. The clinical details stay with the occupational health practitioner, as POPIA requires for health information.
Not unless the Labour Court has declared it justifiable for that employer. The Employment Equity Act prohibits HIV testing of employees, including job applicants, otherwise.
The certificate says what needs to change for the job, such as getting blood pressure under control. Once it is treated you can be reassessed. Ask the practitioner to explain the finding; it is about the job, not a judgement of you.