Sickness and ill-health are significantly impacting the UK’s workforce, and the figures are getting worse. The report set out to understand why and to look for solutions.

Over one in five working-age adults are currently unemployed and not actively seeking employment, with 800,000 more people out of work in comparison to as recent as 2019 due to health complications.

This figure is projected to grow by a further 600,000 (75%) by 2030 – an alarming volume that will damage both the economy and taxpayers in the billions¹ if employers and current employment laws don’t undergo radical changes.

76% more 16-34 year olds with a mental health condition were on long-term sickness from 2019 to 2024.

The core solution is that of shared responsibility as part of the Healthy Working Lifecycle.

This recommendation introduces employers into the equation as a powerful mechanism to support a healthy workforce.

Employers should:

1.     Lead on prevention and early intervention

2.     Adopt the Healthy Working Lifecycle

3.     Improve workplace health provision

4.     Participate in evidence-based reform

5.     Foster a supportive culture

6.     Take responsibility for workforce wellbeing

 *To view our 2026 wellbeing calendar here, click here.

The report sets out major reforms and proposals, which will lead to the reshaping of absence management processes and changing expectations of employers as the landscape adjusts over the next few years.

Health, disability and inclusive recruitment

Duty to make reasonable adjustments (existing under the Equality Act 2010) likely to be reinforced

Sickness absence management, early intervention, and return-to-work support

Employer obligations around retention/adjustments and phased returns for those with health conditions and disabilities

Potential future changes

New statutory guidance or duties on workplace health promotion and early intervention

Greater responsibility on the employer to improve their absence management approach

Reform the fit note system and replace with the Workplace Health Provision offering stay-in-work plans, return-to-work plans and case management support

Reforms around health and disability benefits

Improved data gathering to provide insights into absence trends and successful outcome measures

Strengthened legal obligations on employers to accommodate disability/health issues

1. Prevent declining health 

Utilise employee benefits: Everywhen’s bespoke benefit strategies specialises in prevention through a variety of health and wellbeing services which are easily accessible. These include mental health support, virtual GP, wellbeing education, and financial guidance.

 2.  Support employees in the workplace

Foster a health-focused environment: Offer flexibility and adjustments where possible, with clear vocational rehabilitation pathways and care plans in a workplace where employees feel comfortable to discuss their health and wellbeing.

 3.  Manage recovery and absence

Offer effective personalised plans: Optimise occupational health services, creating tailored plans unique to each employee’s situation to manage their relapse prevention and transition back into the workplace with the added support of trained Line Managers.

 Prevention and wellbeing have never been more pressing.

 No one single organisation can solve this alone. A collaborative, shared responsibility approach is essential where the employer recognises the significant positive impact they can have on their employees’ health and, as a result, their businesses improved productivity.

Each employer, no matter how large or small, can be a part of the imperative improvements needed to keep Britain in employable health.

Read the report in full here.

View our webinar panel discussion on the report here.

Sources:

¹ Statistics are directly sourced from the official report.