In a new report, the co-chair of Keep Britain Working reveals work being done with employers, providers and those with lived experience on the programme.

Sir Charlie said: ‘We've had a National Health Service for almost 80 years. We've never had a Workplace Health System. That is why the same people appear on the welfare bill, on NHS waiting lists and in the productivity figures without anyone being able to join them up.

‘It's also why we are missing the best moments to help people. The new Workplace Health System would change that.'

Since 2019, the number of working-age people out of work due to ill health has risen by 800,000, with a total cost to the economy of around £212bn a year.

The new plan aims to build better, more inclusive workplaces and better workplace health provision to prevent ill health conditions from escalating and to support people in work with health conditions or disabilities, to achieve more successful returns after absences from work.

It brings together employers, the NHS, local authorities and other support services to ensure people don't fall out of work unnecessarily and companies have better data on workplace health and inclusion to drive change.

Eleven regional Vanguards, including nine Mayoral Strategic Authorities, Cornwall Council, Hull City Council and Worcestershire City Council, and more than 200 Vanguard organisations are building and testing the new system with employers, unions and disabled people across all four nations of the UK.

An employer standard is being developed with the British Standards Institution, alongside affordable support for smaller firms through pooled buying and insurance routes, so good workplace health support is not just available to big companies.

Sir Charlie's work sits within a £3.5bn employment support package. WorkWell, backed by £259m will support up to 250,000 people to stay in or return to work. Connect to Work will reach 300,000 sick or disabled people with tailored support. Over 1,000 full-time Pathways to Work advisers are already in place across Britain.

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Claire Campbell, senior fellow at The Health Foundation, said: ‘Good health should be seen as a national economic asset and central to improving economic growth.

‘The scale of the opportunity is significant - our analysis shows returning working-age health to levels of a decade ago could provide a £57bn boost to the economy and £72bn boost to the public finances.

‘Employers have a crucial role in acting earlier when health starts to affect their employees' ability to work, but Government must create a wider system to support this approach.

‘This includes expanding workplace health provision to help people stay in or return to work, while improving financial support for people trying to get back into employment, including through higher statutory sick pay.'

Alexa Knight, director of policy & influencing at the Mental Health Foundation, said: ‘Our most recent research shows workplace mental health is the worst it has been for 15 years. To turn this around, it is going to be vital to nurture a more positive dialogue between employees and their line managers. There needs to be a clear pathway for people to get better and return to work, with check in points during a period of sick leave. The relationship between a line manager and employee is vital to this, and many organisations are going to have to do more to train those of us with line management responsibilities to better understand and support their direct reports.'

Hannah Dines, HR consultant with employment law, HR and health and safety firm AfterAthena, said: ‘Sir Charlie Mayfield's proposals are likely to resonate with employers who have become wary of contacting employees during sickness absence. In reality employment law does not prevent sensible, supportive communication. Appropriate contact can help identify barriers to returning, explore reasonable adjustments and determine what support is needed. Where managers lack confidence in navigating sensitive conversations, occupational health can provide practical recommendations and a constructive framework for discussing a return to work.'