The Government’s ongoing Keep Britain Working review has put workplace health firmly back on the agenda, with a series of new proposals aimed at reducing long-term sickness absence and supporting more people to remain in employment. Central to the latest recommendations from Sir Charlie Mayfield is the introduction of workplace “health MOTs” for new employees, alongside a new Workplace Health Intelligence Unit and increased collaboration between employers, healthcare providers and government.
With approximately 2.8 million people currently out of work due to long-term sickness, there is growing recognition that employers have an important role to play in supporting workforce wellbeing. The latest update to the review suggests that earlier intervention and a more preventative approach could help tackle rising levels of economic inactivity and sickness absence.
What Are Workplace Health MOTs?
One of the headline proposals is the phased introduction of workplace health checks for new recruits. These “health MOTs” would initially be piloted among larger employers or within selected regions before any wider rollout. Similar approaches already operate in countries including Japan and Finland.
The aim is to identify potential health concerns at an earlier stage and provide support before issues develop into long-term absences. Advocates argue that this preventative model could benefit both employees and employers by improving wellbeing, productivity and workforce retention.
A New Focus on Workplace Health Data
Alongside health MOTs, the Government has announced plans to establish a Workplace Health Intelligence Unit. The unit will collect and analyse data from employers to better understand workplace health trends, monitor disability participation and evaluate the effectiveness of return-to-work initiatives.
The proposal recognises that sickness absence is often measured inconsistently across organisations, making it difficult to identify patterns and implement evidence-based solutions. Better data could help shape policies that deliver meaningful improvements for both businesses and employees.
What Does This Mean for Employers?
While many employers may welcome initiatives designed to improve workforce health, questions remain about where responsibility should lie. Commenting on the proposals, Bellevue Law Founder and Managing Partner Florence Brocklesby noted that employers who address health issues proactively, swiftly and thoughtfully are often better positioned to support employees to remain in work and perform effectively.
However, she also highlighted that responsibility cannot rest with employers alone. Effective workplace health support requires a shared approach involving employers, employees and healthcare services, particularly when supporting individuals experiencing physical or mental health challenges.
The Direction of Travel
The latest update suggests a broader shift away from responding to ill-health after it has occurred and towards prevention, early intervention and ongoing support. Nearly 200 organisations have already signed up as “Vanguard” employers to help shape new approaches to workplace health and disability support.
Whether workplace health MOTs become a permanent feature of UK employment practices remains to be seen, but the proposals signal growing momentum behind the idea that supporting employee wellbeing is not only a health issue but also an economic one. As policymakers continue to explore solutions, employers should be watching developments closely.
Further Reading
- Mayfield calls for workplace health checks to cut sickness (Corporate Adviser)
- Calls for health checks in workplaces (Solicitors Journal)
- Mayfield urges rollout of workplace health checks for new hires (HR & Benefits)
- Special unit to monitor workplace wellbeing announced in Keep Britain Working update (Health & Protection)
- ‘Health MOTs’ proposed as employers urged to take a more proactive role on workplace health (HR Grapevine)
