Yes. The Equality Act 2010 states that employers should not ask applicants to complete medical questionnaires at the initial stages of recruitment. Occupational Health assessments should only be made once a job offer has been made, other than when certain exceptions apply, such as in safety critical roles. This is to avoid discriminating against those with disabilities.
Once a job has been offered though, there is the requirement for employers to explore whether an employee has a disability and to see if any reasonable adjustments need to be made to their duties. This can be done through health-related questionnaires and medical checks and the job offer can be made conditional to these being passed.
Confidentiality law, regarding an employee’s private and personal medical records, prevent an employer from requesting this directly. Therefore, any pre-employment questionnaires have to be carefully worded to ensure that sensitive information is not disclosed unnecessarily. It would be wise to consider turning to an occupational health service at these later stages of the recruitment process. This will allow an independent assessment of whether an employee has a health condition that will affect their ability to carry out the role for which they have been recruited and if reasonable adjustments need to be considered.