Introduction
Occupational health professionals are often the first to identify when something isn’t right at work. But when it comes to sensory impairments — especially visual impairment and hearing loss — the signs can be subtle, delayed, or misattributed.
Early intervention through a workplace assessment can be the difference between retention and resignation. But how do you know when to refer?
This article outlines common indicators, hidden risks, and practical strategies for timely referrals, helping you support employees with confidence and clarity.
Why Sensory Impairments Are Often Missed
Visual and hearing impairments are among the most common long-term conditions in the UK, yet they’re also some of the most misunderstood in the workplace.
Why?
- Many employees don’t disclose their condition, fearing stigma or inaction
- Managers may mistake symptoms for performance or attitude problems
- Sensory loss can be gradual and masked by coping strategies
By the time someone reaches occupational health, they may already be experiencing burnout, withdrawal, or anxiety. Your role is crucial in recognising the root cause — and referring for support before the damage is done.
Signs of Unmet Needs – Visual Impairment
Keep an eye out for employees who:
- Struggle to read screens or printed materials
- Report frequent headaches or eye strain
- Have difficulty navigating the physical workspace
- Appear anxious about lighting levels, screen glare, or layout changes
- Avoid specific tasks that rely on visual input (e.g. spreadsheets, reviewing documents)
These aren’t always raised directly. Sometimes the employee doesn’t realise their discomfort is linked to sight loss — or hasn’t had a recent eye health check.
Signs of Unmet Needs – Hearing Loss
Look for employees who:
- Regularly miss parts of conversations or meetings
- Seem withdrawn in group discussions
- Prefer email over verbal updates
- Show signs of fatigue after long meetings (due to listening effort)
- Have been mislabelled as inattentive or disengaged
They may not ask for help — especially if the hearing loss is new, or if they’re worried about seeming ‘difficult’. Your assessment could be the first step towards unlocking support they didn’t know was available.
The Role of Occupational Health in Referral
As an OH professional, you don’t need to have all the answers — but you do need to know where to turn.
A referral to a specialist sensory workplace assessor can:
- Identify barriers in the physical environment, job tasks, communication methods, and tech setup
- Recommend practical, reasonable adjustments
- Provide clarity and reassurance to the employee and line manager
You are the bridge between the barrier and the solution. Timely referrals protect both the employee’s wellbeing and the organisation’s legal compliance.
Best Practice for Referring
- Use clear, supportive language — avoid framing the referral as a deficit
- Explain what a workplace assessment involves (it's not a performance review!)
- Involve the employee in the process, ensuring consent and understanding
- Encourage proactive referrals, even if no formal diagnosis has been made
- Be aware that Access to Work funding may cover the cost of the assessment
Final Thoughts: Don’t Wait for a Crisis
By the time someone is signed off with stress, has filed a grievance, or hands in their notice, it’s often too late.
Sensory impairments can be invisible — but their impact is very real.
The earlier you refer, the easier it is to implement effective, cost-efficient adjustments. And the more likely that employee is to stay, thrive, and contribute at their best.
If you’re working with an employee who may be affected by sight or hearing loss, refer for a workplace assessment today.
Don’t wait for a crisis. Refer early. Inclusion starts with awareness — and action.
Find out more at https://visualisetrainingandconsultancy.com/workplace-assessments