Contact information

Claremont Rooms

24 Roseville Road, Claremont



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021 7888912



  • ID book or driver’s license
  • Medication
  • Spectacles
  • Any medical information not provided to the insurer or employer
  • Interviews with both employer and employee, as well as the attending treatment team and possibly family members.
  • Perusal of medical and job-related information,
  • The assessment includes both standardised and practical testing of areas of difficulties.
  • It can range from one to four hours, depending on the type of assessment, and can also occur at the workplace.It may be conducted over more than one day.
Access to reports is provided following legislative and prescribed ethical principles. This will be discussed with you when the informed consent form is completed. In general, the following applies:
  • Assessment and progress reports are sent directly to the treating specialist, if referred by them.
  • If the employer or their management agency has requested a report, it is sent directly to them.
  • The requirements of insurance companies are that they are forwarded the report, given that it’s considered their property as they have paid for it.
  • Return-to-work plans are provided to and signed by all relevant parties, usually human resources, the line manager, the rehabilitation service provider and the party that pays.

Where possible, reporting or details or personal traumas is kept to a minimum to protect confidentiality.


  • Following a prolonged or repeated history of absenteeism due to mental health matters.
  • Following return to work after a period of temporary disability.
  • Indicators of poor work performance as a result of psychological reasons.
  • Significant behavioural difficulties affecting work performance.
  • Specific information regarding the reason for the referral.
  • Any available sick leave records, clinic and medical information.
  • Job-related information, such as job description, performance reviews, incapacity/disciplinary hearing minutes.
  • Contact details of HR practitioner and line manager.
  • Signed consent by the employee for the release of above information, willingness to undergo an assessment with indication thereof and release of report.
Signed consent for the process is required upfront.

Concerns regarding consent and confidentiality is discussed comprehensively upfront, as the employer need not be privy to diagnosis, personal and sensitive information. The impact thereof on work performance can however be investigated, monitored and supported.


Occupational therapy is an allied health profession and has a wide scope of practice. It focuses on your level of functioning at work and at home following illness or injury, ensuring that you can participate in a meaningful way. Training includes both physical and psychosocial health matters, as well as complex task analysis factors affecting work performance.
Occupational therapists complete a four year undergraduate degree at a medical school, which includes practical learning at clinics, hospitals and other institutes. In contrast, the training of counsellors varies, and range from a short course to postgraduate training.
Even though there are similarities in our training and places of work, in a nutshell the differences relates to the fact that physiotherapists are only trained in physical conditions, whereas occupational therapists are trained in mental health conditions as well. The occupational therapist also relates her findings to functioning, whereas physio-therapists are generally linked to improvement in muscle strength, joint range or physical endurance.
These usually do not consider both your specific health condition and work environment.
Even though all the above disciplines deal with mental health matters, simply put, occupational therapy is more specific linked to the employee’s functioning at work. It therefore includes the assessment of work ability and performance, rehabilitation of work difficulties linked to mental health concerns, as well as recommendations regarding related incapacity and disability.

It is therefore at the interface between employer and employee, and is not necessarily referred to interventions “offsite”.


Costs are quoted upfront following an interview and/or screening. Treatment costs may be covered by most medical aids, however certain programmes are not necessarily covered in full. In certain instances, the employer or insurer may cover the costs of certain aspects of rehabilitation to assist with return to work. See terms & conditions.
Given the duration and complexity of assessments, the costs are generally industry-related.