Fitness for duty procedure


Intent and objectives

Employees who are not fit for duty may present a health or safety hazard to themselves, to other employees, students, to the University, or to the public.

The purpose of this procedure is to establish ways by which the University will evaluate an employee’s fitness for duty.


All staff

Procedure steps and actions:



Under the Health, safety, and security policy employees:

  • are responsible for managing their health in a manner that allows them to safely perform their job responsibilities
  • must come to work fit for duty and must perform their job responsibilities in a safe, secure, productive, and effective manner during the entire time they are working
  • are responsible for notifying their supervisors when they are not fit for duty


Proof of fitness for duty

If the supervisor has reason to believe that an employee is in such a state of health as to prevent satisfactory performance of duties or present danger to other staff, students or members of the public, the relevant delegated authority may require the employee to supply a report from a registered medical practitioner, or be examined by an independent registered medical practitioner or another category of practitioner as nominated by RMIT.

Relevant delegated authority

The decision to arrange an independent medical assessment should only be considered in consultation with People and Culture staff and will be determined on a case by case basis.

Arranging an independent medical assessment should only be considered after other options for obtaining medical information, or assisting to manage the employee’s medical condition in the workplace, or both, have been attempted, evaluated and/or abandoned.

The costs incurred in arranging the medical assessment and obtaining a report of the outcome are the responsibility of the employing school or workgroup.

Relevant delegated authority and People and Culture

Direction to take sick leave

If the evaluation by the independent registered medical practitioner concludes that the employee is not able to perform the essential functions of his/her position, the relevant Delegated Authority may direct the employee to take leave of absence from duty for a specified period, or if already on leave of absence, direct continuation of leave for a specified period. Such an absence will be regarded as absence on sick leave with or without pay.

Relevant delegated authority

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