What does Wes Streeting mean when he says he wants sick notes to be replaced by gyms? Tom Harrington Roberts was involved in the delivery of WorkWell programmes in London and has seen how building relationships with local charities, employers and public services can help people get back to work.
The government announced earlier this month a funding boost of PS100 million to help people who have been out of work because they are ill or disabled.
Wes Streeting stated that occupational therapists and work coaches, as well as “social prescribing” will play a major role in helping people get back to work. It is hoped that the WorkWell program will be expanded nationwide.
I was involved in the delivery of one of 15 pilot schemes, which have been running since 2024. They are delivered by the Shaw Trust. This trust exists to assist individuals with barriers in reaching their full potential.
Research shows that disabled people are twice as likely as others to lose their jobs within the first year of working.
WorkWell’s wraparound support in the workplace is a great asset.
Support for integrated systems
Our relationship with the North Central London Integrated Care Board NHS commissioners has been a huge benefit to us in our pilot. They have consistently promoted the benefits that come from integrating employment and health support in our communities.
WorkWell has been embraced by GPs and they are our biggest source of referrals. They recognise the health benefits that come with keeping their patients in employment.
Our service, in its current form is completely voluntary. However, it may be recommended if the patient’s needs are explored or a fit-note is considered.
This is presented as a way to support you in the event that a two-week leave of absence turns into four or eight or even 26 weeks.
Early intervention by WorkWell is crucial because the longer a person stays on sick leave, the less likely it is that they will return to work.
Health coaches and our work help patients identify and overcome barriers that prevent them from working. We place a strong focus on health-based support and interventions.
Advice tailored to your needs
The coaches who meet weekly with patients do a great job in delivering advice and guidance, promoting physical activity, socialising and self-care. They also promote the benefits of creative expression, therapies and balanced diets.
The staff are well-versed in the public services, charities and community organizations available to patients within their communities and can connect them with specialist support.
Their sessions also provide a supportive, safe environment for patients to voice their concerns and hesitations about returning to work.
Returning to Work
One in five employers believe that employees should not return to work after a sick leave until they are able to perform their full duties.
We have tried to dispel this myth by encouraging our participants to take part in the aspects of their job that they are capable of doing rather than removing themselves entirely from the workforce.
As the employment retention practitioner for the programme, I am often asked what reasonable accommodations a disabled worker has a right to. But, as the readers know, “it depends” on the circumstances.
We stress that communication is crucial between employees and their managers. Both parties should think about how a successful return back to work could look at the earliest possible opportunity.
WorkWell could intervene earlier and have a greater impact on reducing the number people who leave the workforce because of health issues.
Lack of awareness
When we contact managers to discuss a specific case, they welcome the chance for a constructive dialogue. However, few are aware of WorkWell and the ways it can help their staff and increase productivity.
WorkWell has shown that proactive, practical, and personalised support can have a transformative impact on communities and individuals.
We are working to expand our partnership with employers and we are committed to raising public awareness, as we would like to see businesses actively seek support for their employees. The small and medium-sized businesses stand to gain the most.
It is possible that they may not have a dedicated HR department or have access to Occupational Health Services. They may also experience more disruption due to staff turnover and absences.
We would like to offer training and clinics to local employers who are looking to manage the health and well-being of their teams.
WorkWell North Central London has shown that proactive, practical, and personalised support can have a transformative impact on communities and individuals.
We have helped 89 people successfully return to work after a sickness absence in the last three months.
It is clear that compassionate and timely interventions are effective. With continued investment, employer involvement, and alignment to NHS priorities, we can make sure that work is not only possible but also sustainable for those in need.
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