To brief the Health and Wellbeing Board members on the progress of the Health and Work Strategy, Government direction, and the progress of WorkWell.

David Mehaffey introduced the report and, referencing the workshop for board members held in March 2026 which had explored wider determinants of health and health inequalities, noted that employment had a significant impact on long-term outcomes for individuals and families.

Judy Gibbs provided an overview of the Health and Work Strategy, Government direction, and the progress of WorkWell, the main points included:

a.           In 2024, NHS Herefordshire and Worcestershire Integrated Care Board (ICB) had been selected, as one of 15 areas in the country, to pilot the Government’s WorkWell programme.

b.           The Herefordshire and Worcestershire Health and Work Strategy 2025-2030 (link) had been published in Autumn 2025 which sets out a system wide approach to improving employment outcomes by recognising the strong, two-way relationship between health and work.

c.           The Government’s Get Britain Working White Paper (link) identified an ambition to achieve an 80% employment rate; currently 78.3% in Herefordshire.  Attention was also drawn to the Keep Britain Working report (link) which identified that ‘The UK has been sliding into an economic activity crisis driven in large part by ill-health and by barriers to work faced by disabled people’.

d.           The Health and Work Strategy was structured around four strategic ambitions: work with employers to create inclusive, healthy and productive work environments for all; provide the right support and pathways needed to help individuals to move into employment; provide early health and employment support to help individuals leaving work due to ill health; and encourage and foster collaboration between local stakeholders to help residents to get into and stay in work.

e.           An outline was provided of the activity of the Health and Work Operations Board in Herefordshire, a multi-agency group including representatives of Herefordshire Council, Public Health, NHS partners, Department for Work and Pensions (DWP), and the Growth Hub.

f.             Information was provided on: the ‘Connect to Work’ programme; the ‘Fit Note’ pilot; work with the Growth Hub; and collaboration around events, with a ‘Keep Herefordshire and Worcestershire Working Conference’ scheduled for 8 July 2026.

g.           WorkWell was being delivered countywide by Taurus Healthcare, providing personalised health and work coaching tailored to the specific needs and circumstances of individuals, typically involving six to twelve sessions.

Sarah Williams provided further details about the WorkWell programme, explaining that: the programme was supported by three experienced health coaches; the team met individuals in appropriate locations; from 1 October 2024 to 31 March 2026, the programme had seen 220 participants; the number and range of referrals was increasing each month, with primary care being the main referral route; approximately 58% of participants were out of work at the point of referral; approximately 16% remained in or returned to work following support; approximately 13% secured new employment; around 5% had completed the plan but had been referred onwards for further employment or health support; and the programme had received very positive feedback from participants about their involvement in decision-making and the way that they were treated throughout their contact with the service.

In response to questions from the Chairperson:

i.             David Mehaffey advised that, as part of the national programme, the DWP would undertake the assessment of impacts and outcomes over time; metrics were monitored locally on participants entering the programme and levels of satisfaction with the programme. 

ii.            Judy Gibbs noted that WorkWell was designed as an early intervention employment and health support programme but acknowledged the high percentage of participants that were out of work at their first appointment; the Connect to Work programme supported people with complex barriers to employment but there were capacity challenges given the levels of unemployed and economically inactive residents.

iii.          David Mehaffey said that WorkWell was considered a cost-effective method and, as a non-medical intervention, supported the strategy of driving the shift upstream to more prevention.

Dr Lauren Parry commented on the health benefits of work, whether paid or voluntary, for overall wellbeing, and suggested that the partner organisations should amplify messages about the importance of staying in work and the value of early intervention.

In response to a question from Stephen Brewster, Judy Gibbs noted that lessons learned from the UK Shared Prosperity Fund and the involvement of the VCSE (voluntary, community and social enterprise) sector had informed the concepts, particularly in terms of the Connect to Work programme.

Vicky Morris welcomed the positive feedback from participants in the WorkWell programme and the DWP’s extension of the programme.

The Leader of the Council commented on the potential for employers to promote the health and wellbeing support available to individuals from the outset. David Mehaffey acknowledged the importance of working with employers to create healthy work environments and to equip them to support their own workforces.  Judy Gibbs provided further details about work with the Growth Hub and on engagement with employers through events.  The Leader of the Council said that a healthy workplace could be presented as a positive reason for an individual to work with a particular employer.  Judy Gibbs commented on the value of early and open conversations about health and work.  Zoe Clifford noted that the anchor organisations represented on the board could give further consideration to related matters within their own workplaces. 

In response to questions from Zoe Clifford, Judy Gibbs said that: there were no waiting lists across the programme currently but, if there was a significant increase in referrals, discussions regarding capacity may become necessary; and linkages between WorkWell and the Crisis and Resilience Fund could be explored.

The Chairperson highlighted the need for appropriate training (e.g. kinetic lifting) and health and safety assessments (e.g. Display Screen Equipment assessment) to ensure that employees had safe and comfortable working environments.

Resolved:       That the contents of the report be noted.