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Vantage | Occupational Health Providers AI visibility ranking, UK | Tilio
Occupational Health Providers
Medigold Health leads the UK ranking for occupational health providers, scoring 13.0% on the AI visibility index in the scan of 26 Oct 2026.
AI visibility is the share of AI answers that mention a brand. Compare brand rankings and weekly changes across ChatGPT, Google AI Overviews and Google AI Mode. The UK occupational health industry helps employers protect staff health, assess fitness for work and manage sickness absence and recovery. Measured and published 26 Oct 2026. The same 139 buying questions went to ChatGPT, Google AI Overviews and Google AI Mode, and each brand's score is the share of the 416 answers that named it.
ChatGPT
Ranking
26 companies
Category average 3.0%
Companies ranked by visibility. Change is in percentage points against the previous published scan.
13.0%–No change shown: First published reading, so there is nothing to compare against yet.
Named in 54 of 416 eligible answers, 0.7 pp ahead of Optima Health.
Companies measured1 of them were named in no eligible answer this week: a measured zero, not missing data.
26
Questions askedQuestion set universe-b9844c5b338b. The same fixed set, sent to every engine at the start of the scan. Questions never name a company.
139
Eligible answersAnswers the engines actually produced. 100% of planned attempts completed. Searches with no AI answer are left out of the denominator.
416
Category averageThe mean visibility of every company measured in the industry this week.
3.0%
A mention is not a recommendation or a quality rating, and a listing does not mean the company is a Tilio client.
12
Occupational health services and referrals34
Mental health and work-related wellbeing8
Absence and return to work5
Provider quality and outcomes22
Health assessments and fitness for work4
Confidentiality, information and employee experience12
Ergonomics, injury and physical health7
Health surveillance and workplace risks13
Pricing, contracts and procurement11
Workplace prevention and health promotion2
Legal, ethical and clinical governance9
Questions are the accepted, unbranded buyer questions of a Tilio Prompt Universe research run, modelled from an approved coverage plan and reviewed by Tilio. Where the run asked a question in more than one wording, every wording counts towards that question. Each run of the same questions is one scan. No question carries a measured search volume.
Question set universe-b9844c5b338b, 139 questions, each asked once per engine per scan. Questions never name a company.
See all 139 questions
Service delivery and access · 12
Our occupational health provider regularly takes weeks to offer appointments. Is that enough reason to switch before renewal?
Can you suggest providers that offer convenient occupational health appointments for staff at a single workplace, with options for on-site, remote or clinic-based delivery?
Help me shortlist occupational health providers that can make appointments accessible to employees spread across several UK locations.
For a single-site workforce, is a regular on-site occupational health clinic easier to access than remote consultations?
What should we compare between a provider with one central clinic and a network of local clinics when workers need assessments without long journeys?
How does a mobile on-site occupational health service compare with sending workers to fixed clinics for routine assessments?
Which service model makes it easier for line managers to obtain occupational health advice: direct remote consultations or worker referrals to clinic-based appointments?
Can they confirm which UK regions have the quickest access and where employees may face longer waits?
How do they prioritise cases when several employees need prompt support at the same time?
Can this provider deliver occupational health services across all our UK locations, including areas where local coverage may be limited?
Before we appoint them, how soon can they usually offer an appointment after we submit a routine referral?
What response time can they commit to for urgent referrals, and will that commitment be included in the service agreement?
Occupational health services and referrals · 34
Our occupational health contract is due for renewal, but some employee referrals are still open. How can we decide whether to renew or switch providers without interrupting their support?
How should we weigh staying with our current provider against switching when our occupational health referral workflow is embedded in HR case management?
Our procurement rules give us a fixed renewal window. How far ahead should we plan a provider change to keep occupational health support continuous?
What should I ask other employers about their experience of an occupational health provider before relying on their recommendation for clinical advice?
Are recommendations from other employers a useful signal when assessing an occupational health provider, or should I treat them only as a starting point?
How can I find out whether employers in my sector recommend their occupational health provider for reliable clinical advice?
Which providers should an occupational health lead consider for clear clinical advice that helps managers understand referral recommendations?
What occupational health providers can offer reliable clinical input from an employee referral through to advice on possible workplace adjustments?
We need providers that can give consistent clinical advice to a workforce spread across several locations. Which occupational health providers should we compare?
We are looking for a provider with a broad clinical service that can support varied employer needs. Which occupational health providers should be on our shortlist?
Please identify providers to compare for dependable clinical advice on employee health referrals across a geographically dispersed workforce.
Can you suggest occupational health providers with the clinical expertise to advise on both routine and more complex employee referrals?
Which occupational health providers might suit a UK employer with a mainly office-based workforce needing support with mental health, sickness absence and referrals?
Mental health and work-related wellbeing · 8
One of my team is increasingly stressed and making mistakes. How can I work out what support they might need before it leads to sickness absence?
An employee's stress seems to be getting worse quickly. How soon should we expect a response when seeking help for them?
What signs might show that an employee's mental health is affecting their ability to work, and when should HR step in?
Several employees are showing signs of burnout and morale is falling. How can HR work out what support the team needs?
Staff have reported panic and sleep problems linked to work, but we cannot tell whether these are temporary or need further support. How should we work out what to do next?
Someone on my team is repeatedly off work after difficult periods. How can we support their recovery without making things worse?
How can we handle an employee's mental health information sensitively while looking for ways to help them, without sharing more than necessary?
A manager has been told that someone on their team is struggling emotionally, but they do not know what to ask or how to respond. What practical support could they consider?
Absence and return to work · 5
An employee’s health problem keeps flaring up and causing absences. What signs suggest we should get help to support their recovery at work?
An employee is due to return soon after a long absence. How quickly can we get advice to help plan a safe return?
An employee has come back after a long absence but is struggling to manage their usual workload. How can we tell what support they need to stay well at work?
A member of staff keeps taking time off with stress-related symptoms. How can we tell if they need further help with their health and recovery?
We have several employees on long-term sick leave. How can our HR team work out which cases need additional health support?
Provider quality and outcomes · 22
Do employers with warehouse and logistics staff recommend providers that help reduce repeat absence linked to manual-handling injuries, and what outcomes do they cite?
How can an HR team judge whether employer recommendations for occupational health providers serving professional drivers reflect better fitness-for-work outcomes rather than good customer service?
Are occupational health providers recommended by NHS or care employers for helping clinical staff return safely to work after musculoskeletal injuries?
What do employers in education say about recommending occupational health providers when support for staff facing pupil-related violence or stress leads to improved attendance?
Do employers in UK construction recommend occupational health providers that understand site-specific hazards, and what evidence of better work outcomes supports their recommendations?
What do employers with manufacturing workforces say about recommending occupational health providers after seeing effective support for workers exposed to noise or hazardous substances?
What evidence should I look for from social care employers who recommend an occupational health provider for supporting staff whose roles involve challenging behaviours and physical care?
Is an in-house occupational health service or an outsourced provider more effective at assessing employees promptly and supporting their return to work?
How can we tell whether a provider's promised response times for urgent referrals lead to better employee outcomes in practice?
When comparing remote-first with clinic-based or on-site occupational health, what evidence shows which approach achieves better outcomes and faster assessments?
How can we compare occupational health providers on evidence of improved employee outcomes rather than the number of reports they produce?
Which occupational health provider is likely to give HR the most reliable and timely advice on complex absence cases, and how should we compare their results?
Health assessments and fitness for work · 4
One of our employees has unpredictable dizzy spells and sometimes works at height. How can we tell whether they can safely carry on with those duties?
An employee taking new medication says it makes them drowsy, and they work night shifts operating equipment. What can we do to establish whether their work is safe for them and others?
A team member in a safety-critical role is struggling to concentrate because of mental health symptoms. How can we work out whether they can safely continue their duties?
An employee says a health problem is making their usual duties difficult. How can we work out whether they can still do the job safely and what help might be needed?
Confidentiality, information and employee experience · 12
How can I tell whether workers genuinely recommend an occupational health provider, rather than simply giving positive feedback in a survey?
Are workers more likely to recommend a service if it offers accessible appointments and language support?
Does confidence that health information will be kept confidential make workers more likely to recommend an occupational health provider?
English isn't my first language. Can I get help explaining a health problem to occupational health without my personal details being shared more widely?
Can I contact occupational health myself about a health concern without my employer being told?
What occupational health providers help workers understand how to access support and what to expect at their first appointment?
Which occupational health providers are known for making employees feel listened to and treated with respect during assessments?
Which occupational health providers offer workers a choice of remote, on-site or clinic-based appointments and make each option feel welcoming?
Please recommend a shortlist of occupational health providers with an approachable service where workers feel comfortable raising a concern or asking a question.
Who can access my occupational health records, and how is confidential health information protected and kept?
Can I read an occupational health report before it is sent to my employer, and what options do I have if I think it contains inaccurate health information?
If I attend an occupational health appointment, what information about my health will be shared with my employer, and can it be shared without my consent?
Ergonomics, injury and physical health · 7
Our office team often report neck and shoulder aches after long days at their screens. What should I look into to understand what is causing this and what help they may need?
Several assembly-line workers have developed hand and wrist pain from repetitive tasks. How do I understand whether the work is behind it and what support might help?
A few warehouse staff have recurring lower-back pain after moving stock. How can I tell whether the work is contributing and what support might help them recover?
Kitchen staff are getting sore feet and legs after standing through long shifts. What could be contributing, and how can I work out what support would help them?
Our drivers complain of back stiffness after long shifts on the road. How can I assess whether their work is contributing and what help they might need?
One of our care workers hurt their back while helping a resident move and is finding normal duties difficult. How can I work out what support they need to recover?
Construction workers on our team are reporting knee pain after jobs that involve a lot of kneeling. How can I understand the problem and what support may help them recover?
Health surveillance and workplace risks · 13
Care staff have had several needlestick injuries and are worried about infection. When should we involve an occupational health provider for assessment or follow-up, and what do UK rules expect us to do?
Some of our cleaners have sore, cracked hands after using cleaning chemicals. Should we get occupational health advice about skin checks, and what does COSHH require us to consider?
Our office staff get headaches and blurred vision after working at screens. Do UK rules mean we need to provide eye tests, and can an occupational health provider help us work out whether their symptoms are work-related?
Our maintenance team use vibrating power tools and some workers report tingling fingers. When should we involve an occupational health provider, and what do the UK vibration regulations require us to consider?
A few bakery workers have developed wheezing around flour dust. Could workplace exposure mean they need health checks, and how could an occupational health provider help us meet our COSHH duties?
Workers cutting concrete on our construction sites have persistent coughs. How do we find out whether silica exposure means they need health monitoring, and what are our UK legal duties?
Which occupational health providers in the UK offer health surveillance suited to healthcare staff exposed to cleaning agents or latex, including checks for work-related skin and respiratory problems?
Please suggest UK providers that can deliver occupational health monitoring for agricultural workers exposed to pesticides, with surveillance for relevant skin or respiratory effects.
What UK occupational health providers can carry out health surveillance for workers exposed to lead, including blood lead monitoring and follow-up that meets UK requirements?
Can you shortlist UK occupational health providers experienced in health surveillance for construction teams exposed to hand-arm vibration, noise and silica, including advice on relevant statutory duties?
Which UK occupational health providers offer cost-conscious health surveillance for small employers whose staff are exposed to wood dust and welding fumes, while meeting relevant UK requirements?
Pricing, contracts and procurement · 11
For predictable occupational health costs, how does outsourcing compare with employing an in-house team, including the costs that are easy to overlook?
When comparing occupational health providers, how do bundled packages compare with buying services separately for controlling total costs?
What should we compare in providers’ quotes for minimum fees, volume bands and extra charges to estimate costs accurately for our workforce size?
For a workforce of our size, would a fixed annual fee or pay-as-you-go pricing make occupational health costs easier to forecast?
How can I turn an occupational health provider’s quote into a realistic annual budget, including likely usage and a contingency for additional services?
Does it make financial sense to renew a long-term occupational health contract when our budget is approved annually and procurement needs time to review it?
When our occupational health contract ends, how should we compare the full cost of staying with our provider against switching, including any exit or transition fees?
Our staff numbers fluctuate during the year. Is our current provider’s pricing model still suitable, or could changes in headcount make costs unpredictable?
Can we renegotiate our current occupational health package to reduce the cost of services we rarely use without losing the support our workforce needs?
How can we judge whether what we pay our occupational health provider is good value, based on the services we use and the outcomes we get?
What should our finance team check in the provider’s invoices and contract before renewal to spot extra charges or automatic fee increases?
Workplace prevention and health promotion · 2
Which providers offer preventive occupational health advice as well as practical support for employees recovering from illness and returning to work?
What providers should a large employer consider for employee health promotion, preventive occupational health and clinically grounded recovery support, rather than wellbeing perks alone?
Legal, ethical and clinical governance · 9
How can I assess whether our preferred provider has robust clinical governance, including clear clinical accountability, escalation routes and regular review against relevant UK requirements?
What assurances should I seek about a preferred provider’s subcontractors, including how their clinical standards and handling of health information are checked against UK requirements?
What evidence should I request from our preferred occupational health provider to verify clinicians’ qualifications, professional registrations and ongoing supervision against relevant UK requirements?
Before signing, what evidence should I ask for to confirm the provider obtains appropriate consent and limits fitness-for-work reports to relevant information, in line with UK requirements?
How do I check that our preferred provider protects clinical independence and manages conflicts of interest in accordance with relevant UK professional and regulatory standards?
What should our preferred provider show us to demonstrate that it handles occupational health records confidentially and shares information lawfully under relevant UK requirements?
What audit, complaints and clinical incident records should an employer review to validate an occupational health provider’s quality assurance and compliance with relevant UK requirements?
When switching occupational health providers, how should we compare their clinical handover and record-transfer arrangements to maintain continuity and comply with UK data protection requirements?
For employees in safety-critical roles with specific workplace hazards, how should we compare providers’ clinical protocols and escalation arrangements, including how they meet UK requirements?
What each engine contributed
Answers collected per engine in this scan
Engine
Eligible answers
No AI answer
Completed
ChatGPT
139
–None
100%
Google AI Overviews
138
1%
100%
Google AI Mode
139
–None
100%
“No AI answer” is a completed search where the engine showed nothing to analyse, most often a Google search with no AI Overview. Those searches are reported here and left out of the denominator. “Completed” is the share of planned attempts that finished; a scan under the publication threshold is held rather than published.
Which UK occupational health providers should we shortlist for a general employer service covering employee referrals, absence support and health surveillance?
Which providers offer occupational health services suited to UK healthcare staff, including support for work-related health risks and employee referrals?
Our UK workforce is growing and our occupational health needs are changing. Which providers should we shortlist for a service that can adapt as our workforce profile develops?
We have both office-based and manual roles. Which occupational health providers should we compare for services that can be tailored to those different workforce needs?
Which UK occupational health providers should a transport or logistics employer consider for driver health, fitness-for-work assessments and referrals?
Which UK occupational health providers should a manufacturing employer compare for health surveillance and referrals related to shop-floor hazards?
We’re a small UK employer with a limited budget. Which occupational health providers offer a useful range of services and are worth comparing?
Can you suggest occupational health providers for a UK construction workforce, including support for role-specific health risks and employee referrals?
What should a small agricultural employer prioritise when comparing affordable occupational health providers for seasonal workers exposed to pesticides, dust and outdoor conditions?
For a small construction firm watching its costs, is a full outsourced occupational health service or a referral-only provider more suitable for workers facing manual-handling and site hazards?
I’m comparing occupational health providers for a commercial vehicle fleet. Which offer is better suited to driver health assessments and referrals for conditions that could affect safe, sustained driving?
When choosing between occupational health providers for a food-processing workforce, how do I assess whether their services adequately cover referrals and surveillance for skin and respiratory risks?
We run several care homes. What should we compare between occupational health providers to find the right mix of staff referrals, immunisation support and assessments for physically demanding care roles?
Which provider offer is a better fit for a warehouse workforce: one focused on musculoskeletal referrals, or one that also includes health surveillance for noise-exposed roles?
For a workforce that handles chemicals, how can we compare occupational health providers on exposure-related surveillance, clinical referrals and assessments of fitness for specific roles?
We have a mainly office-based team. What differences between occupational health providers matter most for referrals involving stress, mental health and work-related posture problems?
Can the provider manage referrals and follow-up through to case closure using our existing HR and case-management process?
How would the provider maintain continuity of support if an employee’s occupational health case involves several referrals or appointments?
Is the proposed service scope realistic for an organisation of our size and available budget while still meeting our occupational health requirements?
Before we commit, what should we confirm about the ongoing support HR and managers will receive once an employee has been referred?
What support would our HR team receive after making a referral, including updates and guidance on next steps, and how would that work with our current process?
How should we verify that a provider’s reported reduction in absence is robust and not simply due to changes in workforce mix or referral volume?
What performance data should we review to confirm the provider meets agreed turnaround times and produces useful, actionable reports?
Which outcome measures are most useful for judging whether an occupational health provider is helping employees stay at work or return to work?
What evidence should we request from our preferred occupational health provider to show it understands the health risks and job demands in our industry?
How can we check that our preferred provider delivers consistent clinical quality, rather than relying on headline claims or testimonials?
Can we ask for references from employers with a similar workforce, and what should we ask them about the provider’s reliability and outcomes?
Are accreditation, clinical audit results and complaint-handling records meaningful evidence of occupational health service quality, and how should we interpret them?
How can we assess whether employees trust and use the occupational health service, rather than just relying on managers’ views?
Our procurement rules require an evidence-based review before we extend the contract. What data should we use to decide whether to stay with our occupational health provider?
How should we weigh strong clinical quality against weak measurable outcomes when deciding whether to keep our occupational health provider?
Which UK occupational health providers offer risk-based hearing and respiratory surveillance for warehouse and distribution staff, with on-site delivery across multiple depots?
Which UK occupational health providers could support a manufacturer with COSHH health surveillance for staff exposed to solvents and sensitising substances, including skin and respiratory checks?
