The government has recently committed more than £300 million to an initiative aimed at tackling workplace absenteeism due to ill health. We explore what the “Connect to Work” programme means for employers in England and Wales.
Why was the programme introduced?
The UK has one of the highest rates of health-related unemployment among G7 countries, with almost three million people currently out of the workplace due to health issues. This figure reflects a combination of complex factors, including rising cases of musculoskeletal injuries and mental health conditions, that are driving long-term absence.
Recent data from CIPD and Simplyhealth suggests an increase in the average number of sick days taken by employees, contributing to challenges in employee retention and productivity. Evidence also shows that the longer an employee remains off sick, the less likely they are to return.
The UK government launched “Connect to Work” earlier this year in response to these issues, as part of its broader “Get Britain Working” strategy. The programme aims to:
- remove barriers faced by people with disabilities or health conditions when trying to secure employment, by providing tailored coaching and job-matching services; and
- support job retention by helping those at risk of leaving the workforce due to ill health to explore flexible ways to remain in work, such as redesigning roles or identifying alternative duties.
How does the programme work?
Applicants can access the programme through self-referral or referral from primary care providers, Jobcentre Plus or other similar services. Once enrolled, participants attend a vocational profiling process to assess their skills, experience and aspirations.
The programme’s success depends heavily on employers’ active engagement. Employers play a critical role in integrating participants into the workplace and supporting sustainable recruitment. Working collaboratively with Connect to Work practitioners who facilitate job matching and provide ongoing support can significantly improve outcomes.
Employers should bear in mind that they have a legal duty to make reasonable adjustments for all employees with a disability. These might include implementing workplace adaptations or changes to working arrangements, such as flexible hours or adjustments to job duties. Employees who require additional support beyond what is reasonable for the employer to provide may also apply for an Access to Work grant. These grants can help pay for adapted office equipment, assistive technology or other practical workplace aids.
Why should employers care?
While there are no direct financial incentives for participating in the programme, Connect to Work offers tangible benefits to employers. The programme gives employers access to a broader, more diverse talent pool and helps to ensure candidates are matched to roles that complement their skills, experience and capability. In turn, this can support improved staff retention, productivity and workforce diversity.
To maximise the benefits of the programme, employers should consider:
- engaging proactively with Connect to Work practitioners to identify suitable roles and support successful placements;
- fostering an inclusive workplace culture by encouraging open dialogue and providing disability awareness training for managers and teams; and
- maintaining regular communication with employees and Connect to Work practitioners to review progress and address any issues early.
The Connect to Work programme offers employers a practical way to respond to rising health-related absence while supporting a more inclusive labour market. By engaging early and working in partnership, employers can not only meet their legal obligations but also benefit from a more resilient and diverse workforce.
