Unlocking Britain's Workforce: How to Get More Economically Inactive People Back to Work

A new report has spotlighted significant changes necessary to get Britain’s economically inactive population employed, revealing that one in five working-age individuals is currently out of work and not seeking jobs. Authored by Sir Charlie Mayfield, former John Lewis chief, the Keep Britain Working review stresses that responsibility must be shared among employers, employees, and health services.

Key recommendations from the report urge employers to improve workplace support and bolster efforts to prevent worker attrition. Many businesses, however, voice concerns over budget constraints following a rise in National Insurance Contributions and minimum wage increases. Tina McKenzie, representing small businesses, indicates that investing in workplace health needs governmental backing to help firms grow and increase employment.

The review emphasizes the need for a paradigm shift in managing employee health—moving from an individual-centric approach to a collaborative effort involving employers and health systems. For instance, Hannah Barlow, who owns Dunsters Farm, noted the necessity for employer-led initiatives to alleviate health-related issues among staff. Adrian Hanrahan, another employer, shared the strain of managing health-related absences and questioned the emphasis on employee accountability without equally considering the employer’s role.

The report highlights alarming increases in sickness absences, particularly from mental health issues among younger people and musculoskeletal problems in older workers. It pushes for an emphasis on personal responsibility for employees in engagement with work to avoid dependency on welfare. Anecdotes from employees like Katie Livings, who successfully returned to work with specific workplace adjustments, illustrate the benefits of tailored support systems that help maintain employee health and productivity.

However, tensions arise as some business organizations warn that upcoming employment regulations could contradict the report’s objectives—particularly regarding the Employment Rights Bill, which proposes stricter rules on flexible work arrangements critical for accommodating employees with health challenges. The report also calls for workplace health provision funded by employers, a non-clinical management service for both staff and line managers, emphasizing cooperation with GPs to ensure a balanced approach to sick leave and employee health management.