What does the Government’s WorkWell Programme mean for employers and employees?

The Government’s recently announced expansion of the WorkWell programme is set to place even greater focus on employee wellbeing, workplace support, and helping people to remain in or return to work.

For both employers and employees, this is an important development in the scheme and one that businesses should be aware of. At MBH Solicitors, our employment law team is closely following the rollout of the scheme and what it could mean in practice for workplaces across the UK.

What is WorkWell?

The WorkWell programme is designed to support people with health conditions or disabilities by providing earlier intervention and tailored support to help them stay in employment or return to work more quickly. The initiative aims to reduce long-term sickness absence and improve collaboration between employers, healthcare providers and support services.

While the scheme itself is Government-led, it demonstrates wider shift towards emphasis on:

• employee wellbeing
• workplace adjustments
• proactive absence management
• flexible working support
• mental health awareness

How could this impact employers?

Many employers already have policies in place to support staff wellbeing, however initiatives like WorkWell highlight the importance of handling sickness absence and workplace support carefully and consistently.

Employers may increasingly need to demonstrate that they have:

• considered reasonable adjustments
• maintained open communication with employees
• supported return-to-work processes appropriately
• followed fair absence management procedures

Clear documentation and consistent communication will be more important than ever. For many businesses, particularly SMEs, this can feel like a difficult balance, supporting employees while also protecting productivity and operational requirements. That is where early legal advice and HR guidance can make a real difference.

One of the key elements behind the WorkWell programme is early support. In many workplace disputes, problems escalate when communication breaks down or issues are not addressed promptly. Early conversations, occupational health input, and clear processes can often prevent situations becoming more complicated later.

For employers, taking proactive steps early can help:

• reduce the risk of disputes
• improve staff retention
• support morale and wellbeing
• minimise long-term absence
• protect against potential claims

How can employees be impacted?

Employees should understand that they have rights when managing health conditions at work.

This may include:

• requesting reasonable adjustments
• flexible working arrangements
• fair treatment during sickness absence procedures
• protection from discrimination linked to disability or health conditions

Employees who feel unsupported or unsure about workplace procedures should seek advice early, so they fully understand their options.

Employment law is constantly evolving, and workplace wellbeing is becoming an increasingly important area for businesses of all sizes.

At MBH Solicitors, we provide practical, straightforward advice for both employers and employees on:

• sickness absence management
• disciplinary and grievance procedures
• workplace policies
• reasonable adjustments
• discrimination concerns
• employment disputes

Our approach is clear, supportive and commercially minded, helping clients resolve issues efficiently while protecting workplace relationships wherever possible.

The WorkWell programme highlights a growing focus on creating healthier, more supportive workplaces across the UK. For employers, now is a good time to review workplace policies and procedures to ensure they remain fair, compliant and fit for purpose. For employees, understanding your rights and seeking support early can make a significant difference.

If you would like advice on any employment law matter, our team is here to help.

📩 mbh@wigansolicitors.com
📞 01942 206060 www.wigansolicitors.com