DWP’s quiet plan to ‘keep Britain working’ might not win elections – but it could change lives

As Keir Starmer resets his government’s missions, the UK faces a crisis that cuts to the heart of our economy: a health emergency in the workplace. While addressing NHS waiting lists is vital, they must go further. If the UK economy is to grow and working people are to truly feel better off, workplace health must take centre stage. 

Whether you live in Middlesbrough or Maidstone, you likely know someone struggling with a health condition or poor mental health that makes working difficult. In the last year, on average, 128 people per day became economically inactive due to ill health, bringing the total to a near record 2.78 million. For individuals it is a personal loss, keeping them out of jobs that provide financial independence, confidence and purpose. But the stakes are just as high for the economy. 

The government has acknowledged this, calling it a “national priority” with a plan to grow the labour market by two million people. But hidden within the reams of pages of policy promises, is a small pledge to review how ministers and employers can ‘Keep Britain Working’. It is perhaps not a headline-grabbing political promise that wins elections, but it could prove pivotal to improving the lives of working people and creating a growing economy. 

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Early interventions are key to tackle health challenges at work

Health issues do not affect all workers equally. Older workers, working-age women and people with lower education attainment are more likely to have work-limiting conditions than their counterparts.  

The Work Foundation’s study found that nearly one in 10 workers who experienced a decline in health left work within four years. What’s worse, almost half of these exits occurred within the first year of their health decline.  

Much of the current conversation around workforce health focuses on policies supporting individuals get back to work after ill-health, such as sick pay. While important, these often come too late. Early interventions, delivered before workers leave their jobs or even become ill, could prevent unnecessary exits and provide support when it’s most effective. 

Poor quality work drives people out of work

The quality of work plays a critical role in whether workers are likely to stay in employment after experiencing ill health. Flexible work arrangements, autonomy, and supportive environments are key, yet less than half of UK employers we surveyed said they offer flexible working arrangements.  

Control over how we work is also critical. For women, lack of control over tasks increases the likelihood of leaving work by 2.4 times. For men, autonomy over how they perform tasks is even more critical; those without it are five times more likely to exit the workforce. Poor quality work doesn’t just harm individuals – it creates a ripple effect that weakens local economies and communities. 

Those who need support the most are least likely to receive it 

Despite the evidence, many employers fail to act. Nearly two-thirds of employers acknowledged that poor employee health negatively impacts economic performance, yet only a third had implemented proactive measures such as workplace mental health risk assessments or workload adjustments. Occupational health services, vital tools for supporting workers, are available to just 37% of employees – with a significant gap between large employers (47%) and SMEs (30%).  

The lack of proactive measures to prevent ill health from happening leaves many sick workers to fend for themselves. Business leaders recognise the problem, but action lags far behind acknowledgement. The result? Workers most in need of support are the least likely to receive it, creating a cycle of exclusion and economic loss.  

A government agenda is a start, but they must support employers to do more

The government’s proposed reforms, which focus on collaboration between local authorities and NHS to tackle economic inactivity, is a step in the right direction. Alongside a new Employment Rights Bill, a new preventative culture must be fostered alongside efforts to help those with ill-health return to work. Flexible working arrangements, occupational health services, and addressing mental health risks should not be optional.  

While the government has proposed a review of employer needs, good evidence already exists on what works. Employers of size must take responsibility for their role in the nation’s declining health and fostering healthier, more inclusive workplaces.  

This will undoubtedly require investment and commitment, especially considering the headwinds employers face with increased costs. But the alternative – continued economic inactivity and widening inequality – risks undermining Keir Starmer’s plan for change, leaving those who need help the most behind. It’s time for employers in all sectors and places across the UK to move past the narrative of the problem being ‘too difficult’. Instead, they must recognise that healthier workplaces are an investment in time and resource that benefits their bottom line and the health of our society. 

Asli Atay is a senior policy adviser at the Work Foundation at Lancaster University.

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