The Keep Britain Working report: A clear and compelling case for investing in workplace health

Simon Dixon, head of policy, Royal Society for Public Health, shares what the Keep Britain Working report means for employers, and the practical steps every organisation can take to boost wellbeing, reduce inactivity, and unlock economic potential

The Keep Britain Working (2025) final report makes a clear case – we need to invest in workplace health if we are to solve our economic inactivity problem. Sir Charlie Mayfield has rightly called on employers to play their part in keeping their staff healthy and in work.

While headlines may have focussed on the cost to business, we know that investing in workplace health more than pays for itself.

Done well, employers could see their money doubled when they spend it on workplace health. With tens of billions lost every year to poor health, there simply isn’t an alternative to acting now.

The government has announced a vanguard programme to test different approaches and build the evidence base, but employers can and should move quicker. With 7 in 10 employers saying that promoting health at work is a core part of their job, there is potential for agile and responsive organisations to steal the march on government.

There are three clear areas identified by Mayfield which can and should be addressed by every employer up and down the country.

First, tackling a culture where staff feel scared of having open and honest conversations about their health. Addressing this can be as simple as improved training for managers, so they know how to approach sensitive topics. We also know that staff are healthier when they are truly empowered, so employers should set up schemes such as Health Champions which allow staff to let them know what support is needed.

Second, ensuring that health support is consistently available and accessible to all staff. 10 million people get no health support at all at work. While the precise needs of every workplace will differ, it should be a universal expectation that additional support is available – whether that is an Employee Assistance Programme or workplace vaccinations. This should build on what staff say they need, to ensure that health outcomes are maximised.

Thirdly, implementing support which works at every stage of the employee journey. The workplace health journey should start at recruitment, with a clear and public commitment to specific wellbeing measures.

At the same time, employers should be engaging occupational health professionals to develop robust ‘stay in work’ plans for staff living with ill health. Unless health is considered at every stage, we run the risk of leaving interventions too late.

All of this is deliverable using the tools and techniques available today. Employers must move now to improve the health of their workforce and reap the benefits this can bring.

We know that there is best practice already making a difference and have set up the Health and Work Network to share this and support employers to both improve and demonstrate their commitment to workplace health.