Across multiple employer programmes, HCF brings primary care, employee medicals, wellness and specialised lung health screening into one health record, with Nexus AI CXR and CloudX available for the imaging pathway.
The problem with separate occupational systems
An employee’s pre-employment medical, annual surveillance, workplace injury, wellness screen and exit assessment can sit in different applications and filing systems. That makes it harder for clinicians to understand risk over time and for employers to measure whether follow-up was completed. HCF addresses the whole lifecycle through configurable care plans on one longitudinal record.
HRA & Employee Wellness
Mental and physical health, with wellness screenings including HIV, BMI, glucose, cholesterol, BP and mental health.
PHC & Employee Medicals
Primary healthcare consulting, entry, periodic, transfer and exit medicals, and electronic Certificate of Fitness.
Lung Health Screening
TB, silicosis, asbestosis and other lung pathologies, with Nexus AI CAD, PACS and CloudX reporting.
A practical end-to-end model
HCF manages health risk assessments, primary healthcare visits, entry, periodic, transfer and exit medicals, diagnostic results, referrals and electronic certificates of fitness. It can incorporate spirometry, audiometry, vision, ECG, laboratory and other approved occupational tests. Individual and group reporting give clinicians and programme managers different views of the same underlying record.
For chest imaging, the integration layer moves a study from the modality to Nexus AI CXR. Nexus AI CXR analyses chest X-rays and indicates any findings that are not consistent with a normal lung field, including findings suggestive of tuberculosis (TB). CloudX can route the image and AI output to a radiologist for formal interpretation. An occupational health clinician then applies the relevant medical and legal criteria and records the outcome in HCF.
What existing use proves
The model is in use across multiple occupational health customers, including Afrocentric Employee Wellness, and programmes that combine employee medicals, wellness and lung screening. Its value lies in a common patient history and consistent follow-up, not in replacing clinical judgement. The same components can be deployed as a complete service or integrated into an employer’s existing imaging and HR environment.
Because exposures and compensation obligations can extend over years, retention, access control and approved interfaces are configured to each client’s legal and clinical requirements. This case study describes a repeatable multi-client service model rather than the results of one employer.
