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The government-backed Keep Britain Working Review has set out an ambitious 7-year framework to tackle economic inactivity linked to ill-health. Aviva Health’s medical and sustainability director, Dr Subashini
M outlines the impact this will have on workplace health.
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In terms of workplace health, what were the key recommendations from this review?
The review articulated a clear and urgent case for change. Workplace health has been discussed for decades, but this report reframes it as a critical economic and societal issue, rather than a peripheral wellbeing matter. It acknowledges this as a complex challenge, with no single solution, but one that requires action from government, employers, healthcare providers and individuals themselves.
One of the key strengths of this review is that it establishes a single framework incorporating prevention, sickness absence, disability inclusion, and rehabilitation and return-to-work initiatives. Sir Charlie Mayfield, who led the review, placed a strong emphasis on data, evidence and outcomes. This will help ensure that proposed reforms address the specific challenges employers and employees face today, to deliver real impact.
How might this evidence-led approach lead to better workplace health solutions?
For me, one of the key outcomes of this report is the establishment of the new Workplace Health Intelligence Unit, to collect and analyse evidence from vanguard employers on what works, for whom and in what context. It will use this data to develop a new standards of good practice, covering the full life cycle from prevention through to return to work.
The unit will collect data from a range of public- and private-sector organisations, including SMEs, charities and large corporates, alongside healthcare practitioners and providers.
Rather than adopting a one-size-fits-all approach, this approach is looking to build a multifaceted picture that evidences which workplace health provisions might work in different scenarios— whether employers are looking to support mental health or address specific issues such as musculoskeletal conditions or women’s health. This will cover a range of services from occupatioal health, vocational rehabilitation and income protection and private medical insurance providers. This is likely to fundamentall change the market as these products and services will need to reflect best practice.
Will these reforms lead to more SMEs offering health benefits?
SMEs face similar constraints when it comes to workplace health, including limited budgets and a lack
of dedicated HR resources. However, SMEs are also disproportionately impacted by employee ill health, as many do not have the capacity to cover short- or long-term sickness absence.
The data-driven-approach taken by this review should help SMEs make more informed choices, where they can analyse the likely return on an investment in health provision, that takes into account potential savings on staff absence, turnover and recruitment, alongside upfront costs.
The report also focuses on low-cost, high-impact actions such as signposting, engagement, and line manager training. Going forward, the Vanguard taskforce will specifically consider how costs can be kept down for SMEs, and whether Government incentives are required to achieve widespread adoption across all employers.
What happens next, given the review’s 7-year horizon?
The Vanguard work is starting now, with a taskforce chaired by Sir Charlie Mayfield, Wes Streeting, Pat McFadden and Peter Kyle, Secretary of State for the Department of Business and Trade. It will report to Parliament each year.
Vanguard employers will share information across several workstreams, including lifecycle design and data sharing. The intention is to develop and test iterations of the framework this year, with feedback going directly to policymakers.
We’re hoping to see the first version of the healthy working lifecycle in early 2027. From there, adoption will build gradually — starting with best-practice sharing, moving towards certification, and potentially, in the longer term, introducing minimum expectations around workplace health provision. It’s important to stress, however, that at the outset this will be about encouraging adoption, with certification functioning as a quality mark to demonstrate a commitment to best practice.
How will Aviva continue to contribute to this process?
Aviva has been closely involved since the review began in late 2024 and will continue to contribute data, evidence and practical experience on case management, vocational rehabilitation and return-to-work planning as the framework evolves, drawing on our role as both a large employer and a composite insurer. Our expertise in pensions and wealth enables us to bring insight into how health and wealth intersect.
We were particularly supportive of the focus on certification and culture, as we’ve seen first-hand that benefits and incentives only work when the underlying culture is right.
What is the single biggest takeaway for employers?
Ultimately, this is about people. Data, standards and incentives all matter, but workplace health only works when people feel valued, supported and included. The review recognises that good work contributes to improved wellbeing and better mental and physical health. Helping employers and employees recognise this can support the development of healthier, happier and more resilient workforces.