Keeping the workforce healthy: Why prevention and rehabilitation matter – Aviva

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Employee ill health, especially mental ill health, is now central to the national conversation about work.

The government’s Keep Britain Working review warns of a “quiet but urgent” crisis: more than one in five working-age adults are out of the workforce, with ill health a major driver and young people’s mental ill health rising sharply.

The economic impact is staggering – £212bn a year, with £85bn falling directly on employers through absence, lost productivity and turnover.

For businesses, this means rising costs and pressure to create workplaces that genuinely support good health. The message is clear: prevention, early intervention and structured return-to-work support are essential if we’re to keep people healthy, included and productive.

Employers today face a complex health landscape. Alongside visible physical risks, conditions such as anxiety, depression, long Covid, fibromyalgia and menopause-related symptoms are increasingly common.

We are also seeing a growing desire from employers to support a neurodiverse workforce, while another key workplace health concern is supporting employees with cancer. It’s clear that a one-size-fits-all, purely medical model approach rarely works when returning to work is a key outcome.

Employers need strategies that combine prevention, early intervention and structured vocational rehabilitation – because when these are done well, it not only protects people, but also the business.

 

Prevention: Building a healthy, inclusive workplace

Prevention starts with workplace culture. When organisations build supportive environments where people feel safe to speak up, they reduce stress, prevent issues from escalating and create the conditions for employees to thrive.

People leaders play a pivotal role in early identification of health issues which may impact a person’s ability to work. They are often the first to notice changes in behaviour, mood or performance, yet many lack confidence in holding sensitive wellbeing conversations.

Giving leaders the right tools, such as training in active listening, mental health first aid and early signposting, helps concerns be raised earlier, reducing the risk of long-term absence.

Digital support is also an important part of early intervention. Encouraging managers to signpost employees to discreet, proactive tools, such as mood-tracking apps, CBT-based digital support or counselling via EAPs, helps individuals manage stress and build resilience before symptoms escalate.

Extra wellbeing offerings such as Aviva’s DigiCare+ Workplace app reinforce this proactive approach. It offers health checks, rapid digital GP access, mental health consultations and nutritional guidance, all designed to make early support quick, confidential and convenient. These services help employees stay well and enable earlier access to intervention, helping reduce the risk of avoidable absence.

Young people experience distinct challenges. With one in five aged 8–25 living with a mental health condition and many reluctant to disclose concerns at work, early support is essential.

Stress and burnout affect a significant proportion of younger employees, who are also more likely to leave employment due to mental ill health.

The Keep Britain Working Review highlights the need for employer-led prevention, early intervention and stigma reduction.

While many workplaces already offer counselling, EAPs and wellbeing benefits such as private medical insurance giving quicker access to treatment, more targeted action is required.

Effective prevention approaches for younger workers include open communication and mental health literacy for managers and teams.

This can include peer support networks that normalise help-seeking at an earlier stage, flexible working and structured onboarding to help younger employees adjust to early career pressures, as well as mentoring and career development to build confidence and resilience.

Embedding mental health into wider wellbeing policies and encouraging healthy boundaries, including work–life balance, are also vital for retaining young talent.

Creating inclusive pathways before day one of employment also matters.

Simple steps such as adapting interview formats for disabled or neurodivergent candidates, or offering clarity around acceptable workplace adjustments and disability policies, help reduce anxiety and build trust early on.

 

Vocational rehabilitation: returning to work safely

Despite the focus on prevention, absences will happen. When they do, early and structured intervention is key.

A biopsychosocial approach considering medical, psychological and social factors has long been best practice in this field. These elements all influence a person’s recovery and ability to return to work.

Insurance-based services such as employee assistance programmes, app-based mental health support and group income protection rehabilitation pathways provide rapid access to help when it’s needed most.

Making these options visible and easy to access removes friction at a time when employees face enough challenges.

For many cases, knowledgeable and empathetic people leaders can make a huge difference. But for complex situations, skilled vocational rehabilitation case management is essential.

These services, often available through group income protection, should be engaged early, before an absence occurs, to improve outcomes.

Being away from work for months is tough. Even returning after a two-week holiday can feel hard; imagine coming back after three months with ongoing symptoms. It requires planning and gradual reconditioning.

Think of it like training for a marathon: you wouldn’t run 26 miles on day one after a long break. You’d start small and build up.

Returning to work is the same. The first step through the door is often the hardest, and rebuilding working habits, even if productivity seems low at first, is vital. Every plan must be tailored to individual needs, considering the full biopsychosocial picture.

Work itself can be therapeutic. A phased return with reduced hours, lighter workloads and gradual increases in responsibility rebuilds confidence and stamina while protecting recovery.

Sustainability matters too. Vocational rehabilitation isn’t just about getting someone back quickly; it’s about ensuring they stay well.

 

Case study: Navigating cancer with care

Amaya, a software specialist in her 40s, was diagnosed with stage 3c ovarian cancer. Her journey began with subtle symptoms – abdominal bloating and gynaecological changes – which she raised with her GP. A blood test revealed a concerning marker, prompting an urgent scan.

While waiting for NHS appointments, Amaya remembered her employer offered Aviva’s private medical insurance. She contacted the Aviva team and was swiftly connected to a gynaecological surgeon privately. This led to a timely diagnosis and surgery, a critical first step in her treatment journey.

Because Amaya’s employer held group private medical insurance and group income protection policies with Aviva, her case was flagged to a specialist case management team that works across both products.

This meant Amaya could also access specialist rehabilitation support through the group income protection policy, something she hadn’t realised was available.

At Aviva, there is an understanding that a cancer diagnosis affects more than just physical health – it touches every part of life, including work, family and emotional wellbeing.

Through a rehabilitation partner, Amaya was offered a tailored cancer support package, with a dedicated case manager providing both emotional guidance and practical tools to help her manage her physical and mental wellbeing.

Following surgery, Amaya began chemotherapy, which required a prolonged absence from work. As her sick pay approached its end, her HR team reached out to Aviva to discuss making a claim under the group income protection policy.

As support had already been put in place, the claim was processed swiftly without needing additional medical information.

When Amaya felt ready to consider returning to work, the rehabilitation partner facilitated open conversations with her HR team and line manager, exploring practical workplace adjustments and a phased return-to-work plan tailored to her needs.

Amaya is now back working full-time, with a setup that gives her the flexibility she needs, ensuring a supported and sustainable recovery.

Her story demonstrates how integrated health and protection offerings can provide seamless, compassionate support through challenging moments.

Amaya said: “I am very fortunate that my company has several insurance covers and I was able to use them. This probably saved my life.

“There was much uncertainty for both my husband and me in those early days, but we were met with kindness and empathy with every call to Aviva. The Working to Wellbeing support of having an independent person to speak to and guide me was invaluable. They helped calm my anxieties and gave me tools I still use in my personal life today.”

Regular reviews and adjustments by a skilled specialist can make the difference between short-term success and lasting stability.

 

Why this matters for businesses

The benefits of prevention and early intervention are clear.

Most employees recover well with good workplace support, and structured return-to-work plans reduce relapse risk. Early help often prevents absence altogether.

Keeping people connected to work sustains income, inclusion and economic resilience. For employers, this means lower costs, higher productivity and a reputation for caring about your people.

Aviva’s own data shows the impact.

In 2025, rehabilitation services were provided to more than 2,600 employees across more than 350 employers, with 85% returning to or remaining in work.

Mental ill health accounted for almost half of referrals, and most successful returns happened when support started early.

A business’s workforce is its greatest asset. Investing in prevention and rehabilitation isn’t just good for employees, it’s good for business.

Make support easy to find, equip managers to act early and ensure specialist vocational rehabilitation is available for complex cases.

With the right mix of proactive health checks, digital tools and structured rehabilitation, you can help people come back well and stay well.

 

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Source:

^{Keep Britain Working: Final report – GOV.UK
NHS England: One in five children and young people had a probable mental disorder in 2023 Mental Health UK Burnout Report 2026roach to master trusts}

This Keep Britain Working special report is published in association with Aviva.