How To Prepare For A Pre-Employment Physical (With Examples)

Receiving a job offer signals the culmination of your efforts in searching, applying, and interviewing for positions. However, before finalizing your employment, you may need to complete a pre-employment physical.

This article provides an overview of what to expect during these physical exams and highlights what employers cannot legally request from you.

Key Takeaways

• Pre-employment physicals typically resemble your annual health checkup.

• Employers may require additional tests alongside your physical, including physical ability tests, drug and alcohol screenings, psychological evaluations, or human performance assessments.

• Legally, employers cannot request a physical exam before a job offer is made.

• While a job offer can be rescinded based on the results of your physical examinations, strict guidelines are in place to prevent discrimination.

What Is a Pre-Employment Physical?

A pre-employment physical is a medical examination required by an employer to complete the hiring process. This step is particularly common for roles that involve physical labor or responsibilities.

Employers seek assurance that you can meet the physical and mental demands of the position without endangering yourself or others.

How to Prepare for Your Pre-Employment Physical

While you cannot alter your health immediately, you can take specific steps to prepare for your physical.

Gather the following:

• A list of medications, medical conditions, allergies, and any past surgeries

• A valid form of identification, such as a state ID, passport, or driver’s license

• Any aids you may require, such as glasses or hearing aids

• Any paperwork provided by your employer detailing the required services and lab orders

• Comfortable, loose-fitting clothing

It is also wise to familiarize yourself with your future employer’s expectations regarding physical capabilities relevant to your position and the tests you may need to complete. This information can often be found in your job offer documents or by consulting with the HR representative overseeing your application.

Researching this topic, such as reading this article, can help you understand what to expect from each type of test and familiarize you with your legal rights, empowering you to address any concerns confidently.

Types of Physical Tests

A standard pre-employment physical usually mirrors your annual checkup, assessing your heart rate, blood pressure, temperature, and general visual health. Bloodwork may also be performed to evaluate iron, cholesterol, and vitamin levels.

However, depending on the job’s requirements, employers may mandate additional tests:

1. Physical Ability Tests

   These tests assess a candidate’s capacity to perform specific tasks and gauge overall fitness and stamina.

   Commonly tested factors may include:

   • Stamina, strength, and flexibility

   • Ability to lift specified weights

   • Muscular endurance and cardiovascular health

   • Balance and mental resilience during physical tasks

   Physical tests are often contentious in employment-related legal cases.

   Candidates with disabilities or health issues are entitled to reasonable accommodations during physical assessments. Conditions like high blood pressure, heart disease, and asthma are subject to specific protections under the ADA.

   Employers are liable for any injuries sustained during unfair testing conditions.

   Consider the following ADA requirements for employers conducting physical ability tests:

   • Tests must only evaluate abilities required for essential job functions.

   • The job description must clearly outline the essential duties the physical exams are assessing.

   • Only physical capabilities may be tested; physiological responses should not be evaluated.

   • All test results must remain confidential, with records stored separately from other employment information.

   • Testing locations must be accessible, and candidates with disabilities must receive reasonable accommodations.

   It is vital to remember that employers are assessing a candidate’s job-related abilities, not their ability to take the test.

   For instance, if a position does not require hearing, a sign language interpreter should be provided for a deaf candidate. Conversely, if hearing is a job requirement, the employer is not obligated to provide an interpreter.

2. Alcohol and Drug Tests

   Drug tests are commonly required pre-employment and may also occur randomly throughout employment.

   Employers implement drug testing to enhance productivity, minimize absenteeism, and mitigate liability risks.

   Drug testing methods may include:

   • Sweat drug screening

   • Saliva testing

   • Urine testing

   However, legal considerations set by the ADA must be adhered to by employers.

   Pre-Offer Alcohol and Drug Testing

   The ADA forbids companies from requiring drug and alcohol tests before a job offer is made.

   While employers can inquire about alcohol consumption, they must avoid asking certain sensitive questions.

   Given the complexity of these legal guidelines, it is prudent for employers to refrain from discussing alcohol at this stage.

   Post-Offer Alcohol and Drug Testing
   Employers can impose conditions on job offers related to alcohol and drug use, including testing. However, legal risks remain.

   All applicants receiving job offers in the same category must face the same testing requirements. Employers must also justify these requirements as “job-related and consistent with business necessity.”

   For example, an executive assistant working at a desk should not need to lift heavy weights.

   Should a job offer be rescinded due to alcohol test results, employers must substantiate one of the following conditions:

   • The candidate could not perform essential job functions due to their alcohol test results.

   • The candidate posed a direct threat of significant harm to themselves or others based on the alcohol test results, and this risk could not be mitigated by reasonable accommodations.

3. Psychological Tests

   These assessments may be straightforward, such as an online Myers-Briggs survey to establish a candidate’s personality profile, or they may be conducted in person by a psychologist, often involving inquiries about mood history or depression.

   Consider these tips for navigating a pre-employment psychological screening:

   • Maintain a Positive Mindset. Remember, the psychologist is not there to judge your personality flaws; these evaluations are standard procedures to identify candidates unsuited for the role.

   • Be Honest. Honesty is crucial; concealing information may only lead to complications later. It’s better to discover early on if a position fits you.

   • Ask Clarifying Questions. If you find a question unclear, don’t hesitate to ask for clarification. Evaluators are usually willing to assist with reasonable inquiries.

4. Human Performance Evaluations

   Some employers may conduct human performance evaluations (HPEs) in addition to pre-employment physicals. While both aim to assess an employee’s capabilities, there are notable differences.

   • Assessor. Pre-employment physicals are conducted by licensed healthcare professionals, whereas HPEs are typically administered by licensed therapists. Both aim to determine if you can meet job requirements.

   • Tasks vs. Tests. Pre-employment physicals focus on physical health, while HPEs identify strengths and weaknesses related to job tasks, potentially helping to minimize injury or error once employed.

Legal Guidelines for Pre-Employment Physical Exams

Most regulations surrounding pre-employment physical exams fall under the Americans With Disabilities Act (ADA), applicable to private companies with 15 or more employees, as well as government agencies and labor organizations.

• The ADA prohibits employers from requiring a physical examination before a job offer is extended. However, examinations are permissible after a conditional job offer is accepted.

• Pre-employment examinations typically encompass a physical assessment alongside health inquiries, which may include psychological evaluations, drug tests, and mental health screenings.

• Employers may establish fitness and health requirements for specific roles, especially those that are physically demanding, such as firefighters, construction workers, and police officers.

• A critical stipulation is that any required physical exam must be administered to all candidates applying for the same job type.

• Employers must also provide reasonable accommodations for candidates with disabilities.

State Pre-Employment Physical Laws

In addition to federal protections, various states have their own labor laws governing pre-employment physical ability tests and other factors, including minimum wage.

Whether you are a job seeker or a business owner, it is crucial to stay informed about the regulations in your state.

For instance, Hawaii prohibits both private and public employers from requiring employees to undergo genetic testing.

In Florida, employers may request a follow-up drug test if an applicant has participated in a drug rehabilitation program within the last two years.

Each state has unique laws regarding pre-employment physicals, so it is wise to research your state’s guidelines to understand the specifics.

Failing a Pre-Employment Physical

Contingent job offers may be rescinded if candidates do not pass their pre-employment physicals. However, certain legal criteria must be met:

• All aspects of the physical examination must align with the essential duties of the position, or the candidate must pose a direct threat to health and safety.

• No reasonable accommodations could be made to enable the candidate to fulfill the essential duties.

• Making the necessary accommodations would impose undue hardship on the employer.

The definition of a “direct threat to health and safety” under the ADA is strictly delineated. In any legal dispute, an employer would need to establish the following elements:

• The duration of the risk

• The severity and nature of potential harm

• The likelihood of potential harm occurring

• The immediacy of potential harm

Employers cannot legally withdraw job offers based solely on speculation regarding a candidate’s benefit use or future attendance.

How to Prepare for a Pre-Employment Physical FAQ

1. What is included in a pre-employment physical exam?

   A pre-employment physical exam may consist of a drug test, psychological assessments, and health evaluations. The specifics of your exam and what is legally permissible can vary by location and the job type you are applying for.

   Remember, you cannot be required to undergo a physical exam before receiving a job offer. Once offered, the physical can be a condition of employment, meaning you can secure the job if you successfully complete the physical exam.

   Typically, a pre-employment physical will involve a health history review and a brief consultation with a physician or a nurse covering the basics, similar to a standard doctor’s visit. Expect the following:

   • Questions regarding your health history and family medical history

   • Inquiries about your lifestyle, fitness, and health-related choices

   • Recording of your weight and height

   • Monitoring of your temperature and blood pressure

   • Screening for drugs and alcohol

   • Testing of your vision and hearing

   If the position requires a specific level of physical fitness, you may also be evaluated on the following:

   • Stamina, strength, and flexibility

   • Ability to lift specific weights

   • Muscular endurance, cardiovascular fitness

   • Balance and mental resilience during physical tasks

2. What should I wear to a pre-employment physical?

   Wear comfortable clothing for your pre-employment physical. Since you have already been offered the job, there’s no need to dress up for a good impression.

   Instead, dress as you would for a doctor’s appointment. If you anticipate that your pre-employment physical will involve physical exertion, opt for workout attire and suitable footwear. Employers usually inform candidates in advance if specific clothing is necessary.

3. Can an employer require a physical?

   Yes, employers can mandate a physical. The crucial point is that a job offer must have been extended before the physical is requested. This establishes a post-offer, pre-employment context, meaning you must pass the physical to finalize your hiring, but the employer is willing to hire you if you do.

   It is important to note that a drug or alcohol test is not considered part of a medical examination. While these tests are often included in your medical exam, they can be required separately before a job offer is made.

   However, because certain medications can affect drug test outcomes, most employers prefer to conduct these tests post-offer for a comprehensive assessment.

   Additionally, if a physical is required for a job, it must apply to all candidates being offered the position, and reasonable accommodations must be made for candidates with disabilities.

   Moreover, your medical records remain confidential and should be stored separately from other employment-related documents.

4. Are pre-employment physicals covered by insurance?

   No, your personal insurance typically does not cover pre-employment physicals. However, if you are concerned about costs, the employer usually bears the responsibility for any pre-employment screenings.

   It is advisable to discuss coverage with the employer prior to your physical and to call your insurance provider for any specific instructions.

5. Can you fail a pre-employment physical?

   Yes, you can fail a pre-employment physical. If the job requires you to perform specific tasks or lift certain weights and you cannot meet those requirements, you will fail the physical, and the contingent job offer may be revoked. Additionally, failing a drug test can result in your removal as a candidate.

   If you believe you were unfairly classified as failing due to a disability and reasonable accommodations were not made, you may have grounds for a case under the Americans with Disabilities Act (ADA).

   This law aims to protect against such discrimination, and it would be prudent to consult an attorney to discuss your options.

Final Thoughts

Many individuals face unfair job opportunities or risk injuries due to illegal pre-employment physical testing standards. If you belong to a protected group or have health concerns, understanding your protections under the ADA is essential.

This article outlines key legal guidelines but is not exhaustive. Continue researching to learn more about specific state and local laws regarding pre-employment physicals.

Remember, a medical examination is not as critical as your performance during the interview process with a hiring manager or a recruiter. Demonstrating your fit within the company culture may be just as important, if not more so, than meeting physical fitness criteria.

References

1. U.S. Equal Employment Opportunity Commission – Pre-Employment Inquiries and Medical Questions and Examinations

Author

Chris Kolmar

Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.