Thank you everyone for your input.
I also did some research myself and came up with this.
The site says..
The purpose of health questionnaires and assessments is to:
1. identify whether the chosen applicant(s) can meet the inherent health requirements of the position of employment (if there are any) 2. help the employer and nominee to identify any work related adjustments that may be required and to make a recommendation. However it should be kept in mind that this is only a recommendation as the decision path in identying work related adjustments is the direct communication between the employer and nominee.
I find the first point, "1. identify whether the chosen applicant(s) can meet the inherent health requirements of the position of employment (if there are any)"
debatable because it assumes that there is already policy in place where people with allergies to x,y,z are not able to work on site.
We don't have such policy in place... and I find it would be hard to implement such a policy.
Another debatable point is
"Health questionnaires and assessments may be a standard procedure implemented by certain organisations for all employees. These procedures should only be implemented if the organisation has conducted a health analysis of each position of employment. If health questionnaires and assessments are conducted without a health analysis of each position, this may be deemed unlawful discrimination (refer to employer responsibilities on this page for further information)"
I cannot grasp what 'health analysis' means..
By the way, I am working for a small family owned business and we don't have a HR team.
I only realised that this could be an issue whilst working on the allergen management training program.
It occurred to me that I had never asked the employee's if they had any allergies themsleves