The government has launched WorkWell, a pilot in 15 regions designed to move fit notes beyond ‘not fit for work’. With 93% of last year’s 11 million fit notes saying exactly that, the scheme aims to turn General Practice (GP) surgeries into hubs for return-to-work support rather than off-ramps to long-term absence.
What is different?
Under WorkWell, GPs are no longer the sole gatekeepers. Occupational therapists, physiotherapists and work coaches will help patients explore adjustments and rehabilitation options, from career advice to gym memberships. The programme is modest – £1.5m between 15 sites, supporting 56,000 people by 2026 – but politically symbolic: work is being reframed as a health intervention.
Why should you care?
HR directors and in-house counsel could quickly feel the practical impact:
- More phased returns. Instead of long periods of certified absence, expect more requests for reduced hours or adjusted duties.
- New certifiers. Fit notes may now carry recommendations from allied health professionals. The legal duty to consider adjustments under the Equality Act 2010 does not change, but employers may face conflicting or more detailed medical advice.
- Richer evidence. Notes are likely to describe functional capacity (‘can do X, not Y’) rather than a simple binary. That can help planning but also raises the bar on demonstrating why specific adjustments cannot be made.
What should you do?
Update policies
Make sure sickness absence procedures reflect that fit notes may come from non-GPs.
Train line managers
Equip them to handle nuanced advice about partial fitness rather than black-and-white absence.
Document decisions
If adjustments are not possible, keep clear records of what you considered and why adjustments were unreasonable.
Join the dots early
Engage with occupational health and employees at the first sign of modified recommendations.
Monitor the pilot
If WorkWell works well, today’s trial could become tomorrow’s standard.
The bigger picture
With 2.8 million people out of work owing to health conditions, WorkWell is part of the government’s wider ‘Plan for Change’ to reduce inactivity and NHS pressure. For employers, the signal is clear: the default will shift from absence to adjustment. That means more conversations, more compromise, and fewer ‘see you in six weeks’ sick notes.
What is the takeaway?
WorkWell may be experimental, but its direction of travel is obvious. Employers who adapt early by normalising flexible returns and investing in adjustment processes will be better placed when the pilot becomes policy.
