“Sir Charlie Mayfield is right that fear, risk aversion and a lack of support for managers are driving up economic inactivity and costing the country billions in lost potential. Line managers are the people best placed to prevent that by spotting problems early, making adjustments, and helping people to be productive through staying in work.

“Ultimately, this Review will live or die on whether employers and managers recognise their central responsibility in getting people back into work. They’re the ones who decide whether flexible hours, home working, or adjusted duties mean a new start or another name on a DWP spreadsheet.

“But too many managers are unprepared to take those necessary steps. We found that while 97% of managers say they should be trained to support staff back to work, only one in three receive that training.

“That’s why we back plans for a Healthy Working Lifecycle and a new Workplace Health Provision, together with a Healthy Working Standard, to guide and accredit best practice across organisations. CMI is ready to work with the Government to develop that standard and make sure it gives line managers the confidence and skills they need to manage health effectively and help more people stay in work.

“Those line managers know that keeping people in work is not just good for the individuals, it delivers enhanced productivity for employers and ultimately boosts economic growth.”

ENDS

Notes to Editor

Ahead of the Mayfield Review, CMI’s Managers Voice Pulse Point Poll (11–25 September 2025) gathered responses from 1,020 managers across the UK:

● One in three (32%) UK managers who have dealt with staff returning to work after long-term illness say they have feared causing offence by contacting employees on sick leave, and one in five (21%) worry such contact could lead to legal repercussions.

● Four in ten of those managers (42%) say aligning job expectations with a returning employee’s capabilities is a challenge, while 37% cite staff anxiety about job security.

● Almost all (97%) agree managers should receive training in how to manage health-related absenteeism, yet only 36% say their organisation currently provides it.

The CMI also spoke with several managers about the challenges they face in supporting staff back to work after long-periods of absence.

● A manager in the Civil Service told CMI: “Managers are told decisions are at their discretion, but HR will not advise in case of tribunals, so the responsibility lands entirely on us. There is no clear guidance or training, so people are scared of doing the wrong thing.”

● Another manager shared a similar experience: “HR do not do anything. It all lands on me. Policies protect the organisation, not the person.”

● In retail, Claire Frascati, formerly a manager at Monsoon Accessorize, added: “We used occupational health, flexible hours and even a buddy system to help staff come back with confidence. But if you push people back too soon, it can do more harm than good.”

● At Node4, a modern MSP providing cloud, apps, data, AI, security and support, Richard Angrave said: “Policies are important guardrails, but human judgment and empathy are crucial for getting people back to work. Managers need training that not only teaches policy but also nurtures empathy, often the most powerful leadership lessons can’t always be found in a manual."

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