Why this matters now and what employers can do.
Britain is facing a quiet but urgent economic inactivity crisis. Over one in five working-age adults are now out of the workforce, many due to ill health or disability. This has broad consequences, such as individuals losing income and wellbeing, employers grappling with disruption and lost expertise, and the country facing billions in costs from lost output, increased welfare, and strain on the NHS.
The government’s recent Keep Britain Working review is a national call to rethink how we help people stay healthy, engaged, and included at work. At its heart is the recognition that good work is foundational for the economy and for people’s health and social connection.
If you work in HR, operations or people leadership, these findings may feel all too familiar. When employees don’t get timely, effective support, minor issues can quickly escalate. This often leads to long-term sickness, burnout, higher absenteeism, and increased pressure on already stretched teams. At Sonder, this is something we see every day. The themes in the review align with exactly why we exist.
The challenge (and opportunity) for organisations
The review identifies several crucial trends:
- Ill health has become a leading cause of workforce exits, fueling economic inactivity at record levels.
- Costs from absenteeism and presenteeism are rising, with employers on average losing £120 per day for each absence.
- Many employees want support, but do not know where to turn, or are concerned about judgement or stigma.
- Disabled people are twice as likely to be excluded from work compared to non-disabled people, making inclusion a key workforce challenge.
For organisations, the results of this are lost productivity, higher turnover, and growing operational strain. However with the right action, these challenges are solvable, and there is a real opportunity for employers to lead the way on prevention.
Supporting employees throughout the working lifecycle
A core message of the review is the importance of a ‘Healthy Working Lifecycle’, which means supporting people at every stage of their working journey:
- At onboarding
- While they are well
- When issues first appear
- If they require time off
- During their return to work
In a lot of current workplaces, support often begins too late, after someone is already off sick or in crisis. The review calls for a shift to early, tailored interventions that keep people connected to work, encourage healthier returns, and reduce the risk of long-term exclusion.
This is where Sonder’s approach adds value. We focus on early, proactive support, offering:
- 24/7 access to nurses, mental health professionals and safety experts
- Self-care guidance before problems escalate
- Support for managers so they can respond consistently
- Structured return-to-work pathways
- Clear and timely reporting to identify emerging trends
- Early-intervention resources
Sonder’s model of care helps people get back to work faster, and often avoid an unplanned absence in the first place.
The role of data and evidence
The government’s review highlights the importance of robust data. Too often, organisations lack clear evidence about what works or where challenges are emerging. By focusing on early patterns—such as brief, repeated absences or signs of stress—employers can better tailor support and intervene before issues escalate.
Sonder’s reporting empowers organisations to surface these early signals, identify high-risk cohorts, and ensure resources are directed where they matter most. This data-driven approach not only supports individuals, but contributes to stronger, more sustainable business outcomes and informs national efforts to keep Britain working.
What this looks like in practice
Take our partnership with Southeastern Railway—a large employer with many safety-critical, frontline roles. Absenteeism had started to impact operations and productivity.
By bringing in Sonder, staff could seek support confidentially whenever they needed it, without going through a manager. Managers also benefited from consistent guidance, making approaches to welfare more equitable across teams. Employees reported feeling supported (not judged), which led to fewer preventable absences and improvements in overall wellbeing and productivity.
Moving from crisis reaction to early intervention
The government’s review makes it clear that organisations cannot afford to wait until issues become crises. It points to persistent barriers, such as employees delaying help-seeking, managers lacking confidence, absences becoming long-term, and inconsistent return-to-work processes. These can all undermine health, productivity, and inclusion, especially for disabled workers and those in precarious or frontline roles.
Sonder’s support addresses each of these areas. We offer confidential, round-the-clock support, straightforward guidance for managers, early interventions to halt escalation, and structured reintegration plans.
Protecting your people—and your organisation—means making these supports part of your core approach, not just an optional extra.
Why traditional EAPs fall short
While Employee Assistance Programmes (EAPs) can be helpful, they often have key limitations. Many only operate during business hours or require complex referrals, making it hard for staff to access support when it’s most needed. Most EAPs focus on counselling or general wellbeing but rarely provide direct medical or safety guidance. This leaves gaps for those facing immediate health or safety concerns, especially in frontline or high-risk roles.
Inclusivity can also be an issue, as shift, remote, and frontline workers may find services less accessible or relevant to their needs.
Low utilisation rates: understanding the barriers
EAPs are often underused because employees may not know the service exists, find the process confusing, or worry about confidentiality. Shift workers and remote teams can feel services are not designed for their needs, reducing relevance and uptake. It’s no wonder that average EAP usage rates sit between 3-5%.
Sonder, on the other hand, sees average usage rates across organisations around 40%. It’s because Sonder addresses the limitations of legacy wellbeing programmes with simple, 24/7 access by phone or digital chat, clear communication, and support that covers mental, physical, and safety concerns. Every staff member, regardless of role or location, can get help when it matters most, leading to earlier interventions and more inclusive workplace wellbeing.
Steps to create a supportive workplace
Drawing on both the government review and our own experience, here are practical ways organisations can build a proactive, inclusive approach to wellbeing and retention:
- Make support simple and immediate.
Introduce a single access point for health and wellbeing so employees always know where to turn. - Encourage early, open conversations.
Normalise speaking up about concerns and highlight available support regularly, in onboarding, team meetings, and internal communications. - Empower managers with clear pathways.
Managers are not expected to have all the answers. Equip them with guidance and straightforward escalation options, so they feel confident in responding. - Use data to detect and act on challenges sooner.
Examine patterns like brief absences, stress indicators or barriers for specific groups. Sonder’s reporting helps you intervene before problems grow. - Ensure support reaches everyone.
Remote, frontline and shift workers can be hardest to engage, yet often need support most. 24/7, accessible channels make your approach genuinely inclusive.
A real opportunity for change
The government’s review underscores the urgent need for support that is proactive, accessible and human. Retaining talent and fostering inclusion—particularly for disabled and vulnerable workers—is a win for staff, employers, and society. Encouragingly, many organisations are already making meaningful strides and seeing the benefits in wellbeing, resilience, and business performance.
If you are considering how Sonder could help build a healthier, more resilient and inclusive workforce in your organisation, we’re here to answer your questions and share practical examples of what works.
