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Frequently asked questions

Do you offer services across the board?

We have an extensive healthcare network enables us to offer both telephonic and virtual face to face counselling services.

Can employees still use your service if they travel outside South Africa, or not?

It is still possible for employees to access telephonic and virtual counselling services
even when they are outside of South Africa, in Angola, Namibia, Zambia, Lesotho, Zimbabwe,
Mozambique and Botswana. It is provided through an international trigger number where
employees can request a call back.

Is our employee data secure?

We monitor our processes, applications, and system architecture continuously and patch them
immediately if any issues are identified. We ensure that the data of your employees remain
in a safe environment, supported by Microsoft, Amazon Web Services, and our Outsystems data

Are services confidential and how do you guarantee this?

We have maintained an Information Security Management System for many years and achieved certification in ISO 27001, this means;

  • our staff are educated about patient privacy,
  • our systems are built to ensure that only authorised staff can access the relevant data to provide your employees with the service they need,
  • our infrastructure is hardened and patched to ensure that your data is securely hosted,
  • our processes are designed to protect your privacy in alignment with many legal requirements including PoPI, GDPR, the Health Professions Act and the Electronic Communications and Transmission Act, and
  • we have a deep understanding of the importance of privacy and data security, which is why Life Healthcare also has a Chief Privacy Officer to ensure that there is a consistent and relentless focus on patient/employee privacy.

Do you have a minimum employee size base which you will service?

Our integrated solutions are designed for companies of all sizes; and where required, we
have a fee for service model to service smaller organisations.

How do you service remote areas with occupation health if no infrastructure is available?

Whilst our footprint is extensive, in very remote areas where we do not have a presence, we
engage with local service providers to deliver fee-for-service offerings.

How can Life Health Solutions support our company through COVID-19?

Have a look at what we offer here

Does Life Health Solutions offer any of their services on an ad hoc/fee-for-service basis?

Yes, we do. Our services can also be facilitated at our large off-site clinic platform or through our mobile clinic fleet.

Why do employers need a wellness programme for their employees?

Organisations can significantly reduce their costs and increase their productivity by
optimising and investing in the health and well-being of their most valuable assets - their
people. In our wellness program, employees have access to tools, social support, privacy,
and strategies to adopt and maintain healthy behavior, which promotes productivity, health,
happiness, and resilience. Employee wellness programmes reduce risks within an organisation
and make a positive impact on the lives of all employees.

How can good occupational health save my organisation money?

A healthy workforce makes for a profitable business. Having a credible Occupational Health
partner supports your business by can help in keeping your workforce performing optimally.
Having the right partner encourages compliance that mitigates risks and costly penalties.
Also, it reduces staff turnover and shrinking recruitment and training needs and job
adaption costs

What legal requirements does an Occupational Health Programme cover my organisation for?

Employee’s Occupational Risk Exposure Profile which considers exposure or potential exposure to occupational hazards. This enables the establishment of appropriate ­minimum ­inherent standards of fitness for the job. This integrates the requirements of effective employee deployment, plus legal compliance.

It considers employee’s health in the context of the Occupational Health and Safety Act 85 of 1993, and any regulatory requirements to discharge the statutory obligation of the employer to the employee. Key legal imperatives include:

  • Inherent requirements – Employment Equity Act, Labour Relations Act and Codes of Practice, as well as many statutes specific to occupations (aviation, drivers, divers, construction workers, etc.); and
  • Hazards/risks – Occupational Health & Safety Act and Regulations, including Hazardous Chemical Substance Regulations.

Incapacity refers to the situation where an employee is unable to carry out or perform his/her contracted obligations due to the inherent inability on the part of the employee. In terms of the employment relationship, the incapacity procedure will be used, where the following allegations are made:

  • Incapacity due to serious and/or chronic ill health.
  • Incapacity due to poor performance.
  • Incapacity due to excessive sick leave/absence.
  • The examining doctor will be expected to do a thorough and objective evaluation of the patient’s condition and the effect on functional capacity.