This one is written for you, not for the person who hired us.
If your employer has booked a capacity assessment, someone has probably told you it is a good idea, and you have probably wondered what happens to the number afterwards. That is the right question to ask, and here is the whole answer.
The short version
Your individual result goes to you. Your employer never sees it.
Not a redacted version, not a summary, not "just the flags." Your number is a health record, it lives in your clinical file, and the clinical relationship is with you rather than with the company paying the invoice.
What your employer does receive
Aggregate reporting, above a minimum group size. Something closer to: across the 41 people tested in shipping, average trunk extension sits below the benchmark for their age band, and the most common deficit is posterior chain endurance.
That tells a safety manager where to spend and tells them nothing about you. The minimum group size is the mechanism that makes it true - if a work area is small enough that an aggregate would identify individuals, it does not get reported separately.
What it is never used for
Capacity data is not supplied for hiring, promotion, discipline, or termination decisions. Not on request, not with a manager's assurance that it is only for planning.
The distinction that matters here is between a health record and a performance record. Your test result describes your body on a Tuesday. It is not a measure of how well you do your job, and the moment it gets treated as one it stops being a clinical measurement and becomes something else.
If you decline
Participation is voluntary, and a refusal is not reported to your employer as a refusal. They see a participation count, not a list of names with gaps in it.
That is deliberate. A voluntary program where declining is visible is not voluntary.
Consent is specific, not general
If your capacity data needs to go to somebody else - a return-to-work coordinator, an insurer, a workers' compensation board - that requires your written consent, and consent to one recipient is not consent to another. Agreeing that your physiotherapist may speak to your family doctor does not put anything in front of your employer.
In a return-to-work case this is usually the thing that helps you. A supervisor building modified duties without data guesses, and guesses low, which is how people end up parked in a role well below what they can actually manage. A measured number is often the fastest route back to your actual job.
What we will tell you
Your own numbers, in plain language, at the time of the test. Where you sit against the benchmark for your age and sex. What the program is targeting and why. And, at retest, whether it moved.
If the assessment finds nothing wrong, that is what the report says. We would rather lose the follow-on work than manufacture a finding.
Where to check this
None of the above is a promise made only in an article. The same commitments are written into the privacy policy, and the operating constraints are listed on about and in the machine-readable summary at /llms.txt. If any of it is contradicted by something you are told on site, the policy is the version that holds.
This piece describes wereset's own operating rules rather than a legal minimum. Provincial health privacy legislation sets a floor; these commitments sit above it. If you want the statutory position for your province, your provincial privacy commissioner publishes it.
