Mental health and employment: Can the Government forge progress on both fronts?

How do we make mental health and employment two sides of the same coin, rather than separate or even competing priorities? That was the question we explored in a Mental Health UK roundtable discussion hosted in Parliament, in a conversation which went to the heart of one of the UK’s most pressing current challenges.

"As I facilitated the debate, what struck me was not just the range of expertise in the room, but the collective determination to grapple with this complex and vital issue. The discussion brought together Alison McGovern MP, Minister for Employment; Laura Kyrke-Smith MP, National Health Mission Delivery Champion; members from diverse parliamentary committees, forward-thinking employers, subject matter experts, and people with lived experience.

This gathering wasn't just about rhetoric—it was a space for honest, nuanced debate about the obstacles and opportunities ahead.

Amidst the wealth of insights, three principles emerged that could redefine how we address these interconnected challenges: a stronger safety net, building inclusive workplaces, and support that lasts."

– Brian Dow, Chief Executive of Mental Health UK and the Deputy Chief Executive of Rethink Mental Illness

A stronger safety net

For many people living with mental illness, work often feels like an impossible gamble. The fear of stepping off the scaffolding of social security only to find no net below is paralysing. Those willing to take the leap often face an unforgiving mountain of bureaucracy if they need to reclaim benefits—an exhausting and unreliable process for anyone, let alone those battling severe mental health challenges.

The stories shared at the roundtable revealed a system that doesn’t catch people when they fall but leaves them teetering on the edge. Attendees called for a safety net worthy of the name: one that enables people to explore employment opportunities without the spectre of financial and administrative calamity looming over them.

Smart use of technology could help here. A fast-track system for re-accessing benefits would ease transitions and alleviate stress. But any reform must do more than tweak processes—it must remove unnecessary distress and provide a foundation of trust and support for those navigating these precarious waters.

Building inclusive workplaces

If progress is to be made, the workplace itself must change. For too many, work is not a place of security but of stigma. Those living with mental illness often face an uphill battle, from scepticism over gaps in their CVs to concerns about disclosing their health to unsupportive employers.

The roundtable underscored how entrenched attitudes can deter people from even trying to re-enter work. Many managers, untrained and ill-equipped, inadvertently compound the problem by mishandling disclosures or failing to provide reasonable adjustments.

Creating truly inclusive workplaces requires a proactive shift in culture. It’s not enough to react to crises—employers must foster environments where employees feel psychologically safe, and managers are empowered to respond with empathy and practical solutions. This requires investment, both financial and cultural. Initiatives like introducing tax incentives for mental health-friendly workplaces or public pledges to improve mental health standards could accelerate this transformation.

At its core, though, the task is simple yet profound: build trust. Help employees feel seen and valued. Enable employers to foster a culture of early intervention, not belated reaction.

Support that lasts

Too often, employment support feels like a sticking plaster—an approach designed to tick boxes rather than transform lives. For those living with mental illness, short-term fixes are not enough. What’s needed is a durable, wraparound model of support that stays with people throughout their employment journey.

This means preparing people for work , matching them with roles that fit their skills and needs, providing in-work support for both employees and employers, and being there if things go wrong. It’s about building resilience into the system, ensuring that support isn’t just a ladder up but a safety net when things get tough. Our flagship programme, Into Work, embodies this approach, providing people living with mental health problems with wraparound, person-centred support throughout their whole employment journey.

Attendees emphasised that while providing durable and intense support may seem costly upfront, the reality is different. The long-term savings for taxpayers—through reduced benefit dependency, fewer health crises, and lower turnover rates—far outweigh the initial investment. Every pound spent on keeping someone in work avoids the far greater costs incurred when support is withdrawn too quickly, and people are forced out of employment, often needing more complex interventions to return. This economic logic must underpin any future strategies.

The Government’s Get Britain Working White Paper provides a golden opportunity to embed this kind of person-centred support into the employment landscape. But to succeed, we must avoid a numbers-driven approach and focus on the human stories behind the statistics.

Turning talk into action

Our new policy briefing, Lessons Learned from Employment Support Programmes, complements the themes of the roundtable. Drawing from past successes and failures, it lays out clear recommendations for future employment programmes, including a call to work closely with Voluntary, Community, and Social Enterprise organisations. These groups bring unparalleled expertise and trust, making them critical partners in any meaningful reform.

The Government has set its sights on reducing economic inactivity—a laudable goal. But to achieve it, we must prioritise solutions that work for those living with mental illness, not just on paper but in practice. The task is immense, but so too is the opportunity.

By bringing together policymakers, employers, and those with lived experience, we can forge a path that turns promising ideas into transformative action. It won’t be easy, but then, the most important changes rarely are.

Recommendations for future employment programmes

Let's redefine how we address and prioritise solutions that work for those living with mental illness through providing a stronger safety net, building inclusive workplaces, and ensuring lasting support.

Read our policy briefing

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