Wellbeing support gap linked to workforce exit

A survey of 2,303 UK adults, both working and non-working, found that three quarters (75%) of people who left work due to ill health say their previous employer did not provide adequate wellbeing support for their condition. 

The findings further highlight that the value of workplace health and benefits provision lies not only in diagnosing or treating problems once they arise, but in preventing conditions from escalating to the point where employees leave work altogether. 

Support gap linked to workforce exit 

Across 19 commonly offered workplace benefits assessed in the study, no single benefit exceeded 8% provision among the non-working group at their last place of work. 

Employees who currently remain in work were significantly more likely to report access to structured support.

For example: 

• 18% of workers reported access to counselling 
• 18% had access to gym memberships 
• 18% had access to health check-ups 
• 13% had access to private healthcare 
• 12% had flexibility to manage their mental health 

Each of these benefits was reported at less than half those levels among individuals who have since exited the workforce. 

The data directly stresses the importance of wellbeing support due to the disparity of access shown between those who remain in employment and those who leave due to ill health. 

Prevention over cure 

Preventative healthcare has emerged as one of the most striking gaps in provision. 

Nearly three in ten (28%) respondents who are no longer working said access to health check-ups would have been the most valuable wellbeing benefit in supporting their health – the highest percentage across all benefits. Yet, less than 1 in 10 (7%) reported receiving health check-ups from their previous employer. 

The research also points to the importance of early intervention. 

While 63% of respondents believe some form of wellbeing support could have helped them remain in work, 56% now say there is no support that would enable them to return. 

This contrast underscores the importance of thinking about wellbeing provision beyond a reactive capacity. By the time individuals are forced leave employment due to ill health, confidence in returning may decline significantly and the opportunity for workplace intervention has passed. Conditions can then worsen further, especially alongside a lack of structured support or active management, which makes the return to work all the more complicated. 

The business implications 

With roughly 2.8 million people in the UK out of work due to long-term health conditions, the findings highlight the vital role HR professionals play in supporting workforce retention and how playing that role can benefit the business across the board. 

Commenting on the findings, Vicky Walker, chief people officer at Westfield Health, said: “These findings reinforce that workplace wellbeing can no longer be viewed as an optional benefit. For HR leaders, supporting employee health earlier is increasingly central to workforce retention and long-term organisational performance. 

Early, preventative support can make the difference between someone successfully managing a condition at work and leaving employment altogether. When wellbeing provision is aligned to employee needs and introduced at the right time, organisations can reduce absence, sustain productivity and build healthier working environments. 

Creating flexible and supportive pathways back into work also remains critical. Tailored adjustments, phased returns and ongoing wellbeing support enable employees to re-engage with confidence while helping employers limit the operational impact of long-term absence.”