THE Government’s welfare reforms have sparked significant debate, particularly regarding their impact on individuals with mental health conditions.
These reforms aim to reduce welfare expenditure while encouraging employment among disabled people and those with long-term health conditions. However, mental health organisations, ourselves included, have raised concerns about how these changes may disproportionately affect those who struggle with traditional working arrangements.
A step in the right direction: Reforming the assessment process
At MHFA England, we welcome the shake-up of the assessment process, which is currently too binary—either fit to work or not fit to work. The proposed reforms simplify eligibility for financial support, which is a positive change. However, they do not yet take into account the specific adjustments required for different jobs or tasks in the way that GPs consider the fit note approach or occupational health providers consider their recommendations for work adjustments.
A GP fit note or occupational health assessment is focused on what an individual is capable of doing in their current job based on their health. It considers managing work in relation to their specific medical needs by adjusting tasks, hours, or responsibilities accordingly. For instance, a GP might issue a “partially fit for work” note, meaning someone can work but with adjustments, such as reduced hours or avoiding high-stress tasks. This type of workplace adaptation is essential for those experiencing mental ill health, as conditions often fluctuate and require flexible, individualised support.
The reforms are moving benefits more in this direction, which is a great start. However, mental health is complex, and people who are considered fit for work—or partially fit for work—will have a wide array of diverse needs. A personalised approach is needed that looks at the whole person, taking into account mental and physical health conditions as well as life circumstances that are intertwined with their wellbeing.
The importance of workplace flexibility and employer readiness
Many people with mental ill health may require tailored support, including part-time hours, flexible working arrangements, adjustments to travel, and modifications to the working environment. For example, a person with agoraphobia could thrive with a structured plan that enables them to work from home, combined with regular online check-ins with their team and manager.
Someone with panic disorder triggered by travel or large groups may need hybrid working and access to quiet spaces in the office to feel safe and productive.
An employee with bipolar disorder is more likely to thrive with a very supportive manager trained in mental health awareness, with experience in implementing a Wellness Action Plan to monitor fluctuations in their condition and make necessary adjustments.
While the ‘Right to Try’ initiative and individual placement schemes will help people explore what works best for them, employers will need extensive education—and in some cases, incentivisation—to proactively recruit and support individuals with mental health conditions. Without the right support systems in place, there is a real risk that individuals could be pushed into unsuitable work environments, leading to frustration, job loss, and further deterioration of mental health.
The risk of rushed employment without proper support
The government understandably wants to reduce the benefits bill, but if these reforms push people back into work too soon or into unsuitable environments without the right employer support, the long-term consequences could be severe. Many employers still lack awareness of employee mental health, how to make reasonable adjustments or access support services such as Access to Work.
According to recent statistics:
- A third of managers feel out of their depth supporting their team with mental health concerns (MHFA England, 2023).
- More than 50% of employees with mental health conditions do not disclose them to their employers due to fear of stigma (Mind, 2022).
- Over 60% of businesses are unaware of government-funded support schemes such as Access to Work (DWP, 2023).
Without widespread employer education, these reforms could lead to a cycle where individuals struggle to maintain employment, exacerbating their mental health challenges and ultimately increasing pressure on public services.
A call for a more holistic approach
While we support the direction of these reforms, we urge the government to ensure that the transition towards work-based support is accompanied by policies that promote employer readiness and individualised mental health accommodations. A truly effective welfare system must provide not only financial support but also practical assistance to help individuals with mental health conditions succeed in employment.
A combination of structured workplace adaptations, enhanced employer education, and financial support for necessary workplace adjustments is the key to making these reforms work. The goal should not simply be reducing welfare costs but fostering a system where people with mental health conditions are genuinely supported in finding and maintaining meaningful, sustainable employment.
