Social Value Strategic Briefing Note: Keep Britain Working
What is it and what does it mean for employers and in particular Strategic Suppliers to the UK Government?
24 November 2026
WHAT IS IT?
“Keep Britain Working” is a report on the findings of an independent review, commissioned by the Department for Work and Pensions and the Department for Business and Trade, into what can be done to reduce health-related economic inactivity in the UK. The review lasted 12 months and its findings were published by Gov.Uk on 5th November 2025.
The UK Government has welcomed the report and committed to implementing its proposals.
WHAT IS THE PROBLEM THAT THE GOVERNMENT WANTS TO SOLVE?
Ill-health is the single biggest driver of employment inactivity in the UK. Over 20% (1 in 5) of working-age adults in the UK are now out of, and not looking for work, predominantly due to health related issues. The numbers are going up, with over 800,000 more people out of work in 2025 for health reasons than in 2019. Projections show we are on track to add another 600,000 to this figure by 2030.
This costs the economy £212 billion annually in lost output and welfare payments and significantly negatively impacts:
Individuals: A 22-year-old who falls out of work for health reasons could be more than £1 million worse off over the course of their lifetime than if they had been sustained in employment. The impact on wellbeing and self-efficacy of being out of work is immense.
Employers who lose on average £120 per day in profit from sickness absences, which are at a 15-year high and face costs to replace staff (temporarily or permanently) which can stretch into the tens of thousands each time and cause disruption, lost capacity and unplanned costs.
The Government which is facing an unsustainable cost from economic inactivity due to ill-health of £212 billion per year, equivalent to 7% of GDP or nearly 70% of the income tax we pay, through lost output, increased welfare payments and additional burdens on the NHS.
WHAT DID THE REVIEW RECOMMEND?
A new shared responsibility model where employers, employees, health services, and government collaborate to keep people healthy and in work.
WHAT IS THE GOVERNMENT DOING?
Launching a new Workplace Health Provision (WHP) and Healthy Working Lifecycle to help employees and employers manage health challenges. The approach will be developed and tested over the next three years by an initial group of 60 “Vanguard” organisations. It will then be used by the Government to develop a voluntary certified standard, similar to the current Disability Confident Scheme, by 2029.
Reform the Fit Note system so it better supports work-health conversations and return-to-work planning.
Integrate Services by aligning workplace health initiatives with NHS, local authorities, and public health strategies.
Create a Workplace Health Intelligence Unit which will collect and analyse data to measure outcomes and provide evidence to inform policy.
Explore Incentives: Consider financial and regulatory levers to encourage employer participation in health and work programmes.
WHAT DOES THE GOVERNMENT WANT EMPLOYERS TO DO?
Accept that they have a responsibility and a central role to play in prevention and support. Make health and wellbeing a core part of business strategy, not just an HR function.
Embed Prevention in Culture. Move from reactive sick-leave management to proactive health promotion. Identify risks early by training managers to handle health conversations, support mental and physical wellbeing and have open, supportive discussions with employees about health issues before they escalate.
Provide Practical Support. Develop structured Stay-in-Work plans which offer adjustments or flexible arrangements (such as flexible hours, modified duties) to help keep people with health problems in the workplace and Return-to-Work plans to support people to return.
Participate in pilots which will set benchmarks for best practice and implement the likely future compliance standards or incentives tied to workplace health. This includes participating in the proposed Workplace Health Provision (WHP),an independent, non-clinical service to help employers and employees navigate health and work and sharing data and outcomes with the new Workplace Health Intelligence Unit to build evidence for best practice.
WHAT DOES THE GOVERNMENT WANT WORKERS TO DO?
Take an active role in staying healthy and work-ready and adopt preventative habits: Focus on wellbeing, mental health, and lifestyle choices that reduce risk of illness.
Engage early: Speak up about health concerns before they lead to long-term absence and use support services that are available to them including Workplace Health Provision (WHP) and other resources when offered.
Collaborate with Employers: Share relevant health information to enable tailored support. Work with employers on flexible arrangements rather than leaving work completely.
Change mindset: Move away from viewing illness as an automatic exit from work. See work as part of recovery and wellbeing, not a barrier. Commit to agreed plans for staying in or returning to work.
WHY IS THIS IMPORTANT FOR STRATEGIC SUPPLIERS TO THE GOVERNMENT AND WHAT SHOULD THEY DO IN RESPONSE?
Ill health related economic inactivity is a key priority for the UK Government. Strategic suppliers are part of the government’s critical supply chain and with the Government increasingly favouring suppliers who lead on social value and workforce wellbeing, acting on these recommendations positions your company as a trusted, forward-thinking partner.
The report signals a policy shift toward embedding workplace health responsibilities into procurement and compliance frameworks which means that future contracts may include health and wellbeing performance criteria, making proactive action a competitive advantage. Failure to act could also risk reputational damage and weaken your standing in future procurements.
There is also every indication that systemic reforms (fit note changes, integrated work - health systems could evolve into mandatory standards or linked incentives. By embracing early adoption, you have the opportunity to shape best practice rather than scramble to comply later.
WHAT ACTION CAN STRATEGIC SUPPLIERS TAKE NOW?
Raise the issue at a senior level. Brief your UK and Global Leadership teams to ensure they understand there is an expectation in the UK that the company has a responsibility and a role to play in ill-health prevention and support. Emphasise that health and wellbeing needs to be a core part of business strategy, not as a separate HR function.
Consider how you can engage in future.
An initial group of 60 pre-selected “Vanguard” employers including companies like British Airways, Sainsbury’s and Google, who expressed interest during the "Keep Britain Working" review process, are now working with the government to test different approaches and build an evidence base for effective workplace health strategies.
Monitor official channels; raise the issue at Strategic Supplier Forums; and keep an eye on announcements from the Department for Work and Pensions and the Department for Business and Trade regarding wider adoption or future application processes for the Vanguard .
Embrace the framework
Participating employers are being asked to embrace the "healthy working lifecycle framework," so implementing similar principles in your own company may align you for future opportunities.
Audit your existing health and wellbeing policies to identify gaps in prevention and return-to-work activities.
Invest in flexible working options and phased return programmes, train managers for early supportive health conversations and build partnerships with occupational health and wellbeing providers. See further reading below for more information and practical guidance.
Start tracking health-related metrics more proactively across the workforce rather than tracking metrics only in response to sickness. Potential metrics that could be used to measure performance include
Sickness absence rate (% of working days lost to illness)
Average duration of absence (days per case)
Return-to-work success rate (after long-term absence)
Self-reported presenteeism (working while unwell)
Mental health survey scores (stress, anxiety, burnout)
Lifestyle metrics (exercise participation, smoking cessation)
Employee assistance program (EAP) usage
Participation in wellbeing initiatives (e.g., workshops, fitness programs)
Manager health conversation frequency
Cost of sickness absence (£ per employee/year)
Cost of occupational health interventions
Fit note compliance tracking
Workplace adjustments implemented
Health-related grievances or claims
Further Resources
What’s Next?
At Samtaler, we understand the importance of social value to help businesses become better and stronger. To find out how we can help send an email to hello@samtaler.co.uk , complete our contact form or book a discovery call