From 'Perks' to Policy: Why Occupational Health is About to Become Everyone's Right

The Reality Check: We're in Crisis Mode

Let's talk numbers that'll make you sit up straight (and maybe book that ergonomic assessment). Recent data shows absence levels have climbed from 5.8 days on average before the pandemic, to 9.4 days in the past year (The CIPD). Meanwhile, only 28% of employers in Britain provide occupational health services, with just 45% of workers having access through their employer (Gov UK).

Think of it this way: if your body were a high-performance vehicle, occupational health would be your regular MOT and maintenance service. Right now, most of us are driving without that safety net, waiting for something to break down before we get help. Not exactly optimal, is it?

The Great Divide: Big Business vs Everyone Else

Here's where it gets really interesting (and slightly infuriating). Large employers are nearly three times more likely than Small-Medium Enterprises to provide occupational health support – 89% versus just 28% (Gov UK).

It's like having a two-tier health system where your access to workplace wellbeing support depends entirely on the size of your pay check and company. Working for a multinational? You probably have access to everything from stress management programs to ergonomic assessments. Running your own small business or working for a startup? You're likely flying solo when it comes to work-related health support.

The Policy Plot Twist: From Optional to Essential

Here's where things get really exciting! The Work Foundation at Lancaster University is calling for a national reset on workplace health in 2025, warning that Government and employers need to work together to tackle what they're calling 'the greatest employment challenge for a generation'.

But this isn't just think-tank wishful thinking – there's real government action happening. A new Occupational Health Taskforce was established in early 2024 to tackle in-work sickness and drive down inactivity, with plans to produce a voluntary occupational health framework setting out minimum levels of provision.

The Employer Levy: Making Health Infrastructure, Not Luxury

Now, here's where the conversation gets really juicy – the potential for an employer levy to fund occupational health services. Think of it like the apprenticeship levy, but for workplace health. The idea is revolutionary: instead of treating employee wellbeing as a nice-to-have perk for companies that can afford it, it becomes part of the essential infrastructure of work.

This isn't just about fixing problems after they arise – it's about prevention, early intervention, and keeping people healthy and productive. Your workplace wellness wouldn't depend on your employer's generosity or budget; it would be a fundamental right, backed by proper funding.

What This Means for Your Health Journey

If these proposals become reality, here's what could change for you:

Prevention Over Crisis Management: Instead of waiting until you're signed off sick, you'd have access to regular health screenings, ergonomic assessments, and early intervention support.

Mental Health as Standard: With frameworks already being developed to support employee mental health, comprehensive psychological support could become as standard as having a desk and computer.

Personalized Workplace Health: Just like how DNA testing can reveal your unique nutritional needs (as we've explored in previous posts), occupational health could become increasingly personalized – understanding how your unique physiology responds to different work environments and stressors.

Seamless Integration: Rather than workplace health being separate from your overall wellness journey, it could integrate beautifully with your nutrition, exercise, and lifestyle choices.

The Bigger Picture: Health as Infrastructure

This shift represents something profound – we're moving from viewing employee health as an optional business expense to seeing it as essential infrastructure, like roads, broadband, or education. Just as we wouldn't expect people to fund their own street lighting, the argument goes that we shouldn't expect workers to shoulder the entire burden of work-related health issues.

Government pilots are already underway, including financial incentive and market navigation support programs, testing different approaches to making occupational health more accessible and effective.

Your Wellness, Your Way

While we wait for these policy changes to unfold, remember that your health journey is uniquely yours. Whether it's optimizing your nutrition based on your genetic profile, finding the right supplements for your lifestyle, or simply being more mindful about how your work environment affects your wellbeing – every small step matters.

The conversation around occupational health as a right rather than a privilege reflects a broader understanding that our wellbeing is interconnected. Your work life, your nutrition, your sleep, your stress levels – they're all part of the same beautiful, complex system that is uniquely you.

The Future is Bright (and Healthy!)

We're potentially on the cusp of a revolution in workplace health. From policy corridors to your daily work life, the movement toward treating occupational health as essential infrastructure rather than optional luxury could transform millions of working lives.

Until then, keep advocating for your health, exploring what works for your unique needs, and remember – you deserve to thrive, not just survive, in your working life. The policy makers are finally catching up to what we've known all along: when it comes to health and wellbeing, one size definitely doesn't fit all, and everyone deserves access to the support they need to flourish.