What needs to change to get more people to work?

A report outlines the major changes needed to get hundreds of thousands of “inactive people in Britain into work and prevent them from leaving the workforce.

One in five of working age is unemployed and not looking for work, according to Review by former John Lewis Boss Sir Charlie Mayfield.

Solving this problem must be a “shared responsibility” between employers, employees and health services, it concluded.

But what changes are proposed? The BBC spoke to bosses, workers and GPs about some of the challenges brought back by the review in Britain.

“Employers need to do more,” the report said.

They should prevent people from leaving the workplace in the first place, support people at work, and remove barriers for the disabled, it said.

But many businesses argue that they have no money to invest after the employer’s employer’s insurance policy (NICS) and minimum wage increase in April.

When it comes to helping employees manage health issues, some small businesses may not have HR departments. A small business owner told the BBC the report’s findings were “spot on”, but any action that follows must be “practical and realistic”.

Tina McKenzie, Policy Chair of the Federation of Small Businesses, said companies that this already represents a “huge effort” in workplace health.

“Only by supporting small companies to grow can we recover and expand employment levels,” he said.

This is a view echoed by Kate Nicholls, Chair of Ukhopitality, who said that the report’s recommendations should be “led by a concerted budget effort to reduce tax on the sector

He said that the lack of money to invest “is one of the main obstacles to hospitality fulfilling its potential to employ more people and support people in work”.

A healthy workforce is also good for employers, who lose an average of £120 per day in profit from sickness absence, which is at a 15-year high.

Hannah Barlow runs Dansters Business Enterprises which employs 200 people at the cemetery, North Manscheter – where Sir Charlie visited while compiling the report.

Barlow told the BBC that the business was affected by young people suffering from mental health issues.

The report suggested “a fundamental shift” away from health work being “largely left to the individual and the NHS” to staff and health services – which MS Barlow welcomed.

But he said small businesses don’t have “an endless pot of money” to invest in the occupational health needed from the rise in adults like Autism and ADHD.

“How do we help them and where do you draw the line?” he asked.

“It’s now relying on the employee to do something but they’re not in a good place, they’re not able to physically and mentally signpost the conversation they need.”

He said in some cases it is not always practical to keep staff with health problems at work.

“You can have people waiting for a year for a hand or knee operation,” he said. “Most of our roles are in a warehouse lifting warehouses or driving trucks, there isn’t an alternative role for them to play.”

He said the company has gone to great lengths to engage with agencies, job centers and prisons so that people can now find work.

“We find it difficult to participate and we will fail without more support for businesses as well as people looking for work. If they do not apply for these jobs?”

The increase in the disease is driven by a “Surge” of mental health issues in young people and muscle issues, pain in the elderly leading to leaving work.

But the report puts emphasis on the “personal responsibility of employees, which” separates the work and potential of the workplace on a path towards detachment and dependence, instead of healing and participation “.

Katie lives with chronic fatigue syndrome that causes fatigue, headaches and sensitivity to light. He also has an inflammatory condition that affects his joints.

“The pain can be so bad it can leave me completely bedbound and if that happens I can’t work and get long-term sick leave,” he told the BBC.

When he graduated from university he worked in a call center but “ended up taking sick leave and then resigning for a short time”.

When he returned to the workplace he said he felt “a little lost” and returned the love of food to find a new role.

“I asked for part-time and the roles were reduced to that standard for me which was a big reason I was able to go back to work,” he said.

He started working as a legal assistant and asked for changes to help him.

“Having access to an ergonomic chair, keyboard and mouse means I stay at work longer,” he says. Those living with MS can also take frequent rest breaks and regularly attend medical appointments at short notice during the day.

He said that asking for changes was “powerful” and “allowed the health condition of my health”. He has since evolved into a paralegal role.

The Equality Act 2010 now requires employers to make “reasonable adjustments” for disabled people to prevent them from becoming a major disadvantage.

Some business groups point to a “clash” with Britain’s work report and a shake-up of the rules under the Bill of Rights for Katamenos due to the effect of two years.

The proposed new law includes a right to guarantee hours and gaps in zero contracts without a job offer.

Helen Dickinson, Chief Executive of the British Retail Consortium said that the government’s objectives and its policies were “confusing each other”.

“In its current form, the right-to-work bill makes it difficult for salespeople to continue to serve as many important roles.”

MS Nicholls of Ukhospitality who works closely with Sir Charlie said “Unless it is managed carefully there will be conflict”.

He said in the current form of this form of temporary work bill proposed workers are given guaranteed hours based on an average they have made in a 12-week period.

“When we provide supported pathways back into work or use for people with health and mental health conditions the key is flexibility.”

“Some weeks they can do eight hours, some weeks 40 hours, some weeks nothing,” which adds to the repair of those “hours of time in this” key part of it “.

Some 93% of fit notes in England deem the patient “unfit for work,” and “always preferred no further consultation”, the report said.

But GPS said it is difficult to judge whether a person is fit to work while they are sick, but is asked to issue the sick themselves.

The report calls for an appropriate reform of the register and recommends the widespread adoption of a workplace health provision (WPP).

This is a non-clinical case management case management funded by employees to support employees and line managers.

“WhP will offer support and advice, early intervention, good case management, and targeted treatment pathways at an early stage.

Over time this will reduce – or even replace – the need for the current appropriate table, the report says.

Professor Kamila Hawthorne, Chaird of the Royal Colleg of Gps, said that one part of the reform could transfer the responsibility for specialized GPS professionals.

“However, it is the College’s view that GPs and our teams should still have the option to continue to issue short-term (up to 3 weeks) fit notes and retain some involvement in longer-term care and oversight of patients’ overall health, where appropriate.”

He said that any reform “must be in the best interest of patients” adding “this process should never be punitive in nature.”