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Inherent Requirements Of Job Analysis


A detailed task-analysis assessment.

The key demands of a job that takes into consideration the physical, psychological, cognitive, behavioural and environmental components of that job.


Inherent requirements of jobs are critical during

  • recruitment,
  • return to work planning and
  • managing the reality of an ageing workforce.
> For use during recruitment

Inherent requirements of jobs are used in conjunction with pre-employment functional assessments to identify potential candidates’ physical and psychological abilities to meet the inherent requirements of their prospective job, so they are not exposed to duties that are beyond their physical and psychological ability.

> For use during return to work planning

Inherent requirements of jobs are used in conjunction with Functional Capacity Evaluations (for physical injuries) or Initial Needs Assessments (for mental health injuries) to identify workers’ abilities to meet the inherent requirements of their jobs.

Return to work plans can be implemented to record how well the workers are recovering, to minimise the risk of further aggravating workers’ conditions and to gauge when they are likely to meet the inherent requirements of their pre-injury duties.

> For use to manage the reality of an ageing workforce

Inherent requirements of jobs enable employers to align the performance of their workers with their organisational demands. By providing mature aged workers with appropriate duties to meet their cognitive and physical needs, organisations will successfully maintain their productivity levels and retain the undocumented knowledge and experience.  This is good for workers’ health and will minimise the risk of future WorkCover claims.

The Australian workforce is ageing, creating new challenges for employers in managing the health, organisational expectations and productivity of their mature aged workers.


Inherent requirements of jobs are not the same as job description. Most organisations have job descriptions well documented, including key performance indicators relating to workers’ performance and their code of conduct. However, inherent requirements are separate documents that most organisations do NOT have documented correctly.

The inherent requirements should be documented for key jobs and must include

  • the main tasks of the jobs,
  • the physical demands of the jobs,
  • the frequency of tasks, the duration of tasks,
  • the cognitive and behavioural demands of the jobs
  • the environmental factors required to conduct the jobs.

Employers have legal obligations to monitor the health of their workers and implement strategies to support their workers when they know or ought reasonably to have known that workers can no longer meet the inherent requirements of their jobs (IROJ).


This analysis is undertaken by P2 Occupational Therapists and includes in depth exploration of the key tasks performed within the role and consideration of the overall demands of the job within the workplace where the job is normally conducted.

The initial meeting involves a P2 Occupational Therapist conducting an informal interview with a manager to clearly outline the

  • key tasks
  • physical and cognitive demands, and
  • environmental & organisational factors of a role.

The second aspect of the analysis involves observation and photographing of the key tasks identified for each role.

Following an inherent requirements of job assessment a P2 Occupational Therapist will develop a document clearly outlining the key physical, cognitive, environmental and organisational demands of a particular role.

It also includes a variety of visual and written communication strategies to effectively assist organisations in understanding the demands placed upon their workers.