The UK continues to face a significant crisis at the intersection of health and work, with health-related economic inactivity close to 2.8 million people.

The Government has accepted the Keep Britain Working review recommendations and is supporting a three-year vanguard programme to test employer-led approaches to help improve workplace health and labour market participation.

But will this programme be enough to reverse this worrying trend and keep up momentum?

At the Work and Health Summit 2026, Asli Atay presented new Work Foundation research showing that while a third of employers’ report falling health-related exits, caution is needed. Those most likely to return to the labour market may already have done so, leaving those outside the workforce with more complex support needs. She highlighted a gap between employer confidence and delivery, and warned the groups of workers most needing support are the least likely to receive it.

Figure: Employers reporting health-related exits in 2026 compared to 2024

Source: Work Foundation analysis of nationally representative survey of 1,001 UK employers (April- May 2024 and May 2026).

A panel chaired by Alice Martin then explored how employers, unions, health providers and Government can keep up momentum. The panel identified three key priorities for sustaining progress.

1. Healthier working lives must start with better quality work

Action on work and health cannot be separated from wider questions of job quality, security and progression.

For Paul Nowak (General Secretary, TUC), this matters particularly for young people. He welcomed the Government’s Youth Jobs Guarantee, but argued support should begin much earlier. This should be “as soon as young people face the prospect of not having an opportunity to work or be in training.”

He argued that the Covid-19 pandemic had clearly affected a generation of younger workers, including through the loss of shared educational experiences at college or university. But Paul said there were also “more deep-rooted things” at play, and that Government and employers must focus on improving the quality of employment. He said this would be “good for young people” and “good for the UK economy overall.”

This matters for the Keep Britain Working programme. If people are returning to, or entering, jobs that are insecure, poorly designed or damaging to their health, then support risks becoming a sticking plaster rather than a solution. Prevention must become a practical part of job design, rather than something employers only consider once someone has already fallen out of work.

2. Small businesses are central to the solution

Martin McTague (National Chair, Federation of Small Businesses) argued that small firms are often the main entry point for people who may otherwise struggle to access employment. “The evidence is that for young people, especially those without formal qualifications, their main entry point into work is through small businesses,” he said.

That role is particularly important for young people, disabled people and those whose health needs require more flexibility. He suggested self-employment should also be part of the conversation, noting that millions of self-employed people have flexibility in how they design their work, which “can suit a disabled person really well.”

McTague also made the point that due to their size, small firms often feature more informal flexibility, and closer human relationships between managers and their teams, which can support healthier working.

Nevertheless, it is clear that small firms cannot be expected to solve the health and work challenges facing the UK alone. Many lack dedicated HR or occupational health capacity and are operating under real financial pressure.

Paul Nowak highlighted the potential for larger employers to support smaller firms in their supply chains. The same principle could apply to occupational health, with larger organisations sharing provision and good practice.

Sara Weller (a Non-executive Chair and Director) agreed that this mindset is becoming more common. She pointed to examples of large employers developing training online manager capability and then opening it up so that “everybody could use it.” Sara stated that this collaborative mindset is increasing around workforce health. “We can do things ourselves, but then we can make those things available to other people.”

For the Keep Britain Working agenda, this points to the importance of local and sectoral infrastructure. Employer-led action will need models that make high-quality support accessible to small firms, rather than assuming every employer can build capacity on their own.

3. Momentum will depend on making the business case and getting implementation right

Asked how to persuade more employers to invest in occupational health, Sara Weller said the business case is crucial. Many employers do not know the evidence on the return from investing in workplace health, she argued. “Creating better workplaces will help you to attract people that you want, it will help you to retain people that you want,” she said.

The challenge is to show that workplace health support is not simply a moral good or a compliance requirement. She said the task is to make clear to businesses “that this is a business case, not a nice to do.”

At the same time, Martin McTague warned that regulation must be implemented carefully if it is to support better workplaces rather than create conflict. Reflecting on the Employment Rights Act, he said many small business owners worry new rules could unintentionally lead to employment tribunals. A highly formalised system, he warned, risks becoming “very rigid, not very human.”

Paul Nowak offered a different perspective, arguing that new rights can support both workers and good employers. But he agreed that implementation matters. Government, unions and employers all have a responsibility to ensure small firms understand their obligations and feel supported to comply.

The panel agreed the Keep Britain Working Review led by Sir Charlie Mayfield has created important momentum but sustaining it will require more than employer enthusiasm. It will need practical support for small firms, stronger line management, better access to occupational health, and a clear commitment to prevention and good job design.

The opportunity is significant. But healthier working lives will not be delivered by any one actor alone. Government, employers, unions and health providers will need to work together to make sure the workers most at risk of leaving work receive the support they need before they reach crisis point.

To read our latest research on work and health, please see: Unequal support: Employer views on workforce health in 2026.

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