Medical questionnaires and assessments
You should only seek information from job applicants and employees about their health when you have good reasons for doing so, i.e. reasons that are objectively justifiable.
Medical questionnaires, medical examinations or advisers’ opinions should only be factored into a final selection decision, and should not be treated in itself as deciding the matter without justification.
In particular, in the case of disabled applicants, you should also consider what reasonable adjustments may be required, and you should make your final selection decision only following an assessment of how the applicant would perform in the job if these reasonable adjustments were actually made.