The Mayfield Report calls for a national shift — from welfare dependence to workforce reintegration — through one core principle: invest in people. With disability-related welfare claims rising from 2 million in 2019 to nearly 3 million in 2024, many cite mental ill health and neurodivergence as barriers. The report argues that early intervention, workplace inclusion, and skilled managers are essential to keeping people in meaningful work.
2. Why Investing in Manager Competence Is Key to Britain’s Recovery
The report highlights that competent managers are the cornerstone of employee wellbeing. According to the Society of Occupational Medicine, 75% of employees believe their line manager directly affects their health. Yet only one in three managers receive the training they need. Empowering leaders to support neurodivergent and chronically ill employees can prevent unnecessary absences — turning potential dropouts into retained talent.
3. How Employers Can Act Before Workers Burn Out
Mayfield’s vision urges employers to shift from reactive HR policies to proactive occupational health support. By partnering with specialist nurses, therapists, and occupational physicians, companies can keep neurodivergent staff productive without waiting for lengthy medical diagnoses. The key is needs-led support — simple, practical adjustments guided by occupational expertise rather than clinical labels.
4. Why Public and Private Sectors Must Collaborate to Get Britain Working
Britain’s productivity crisis isn’t just economic — it’s human. Chronic conditions, long Covid, and underfunded health systems have pushed thousands out of work. Mayfield’s report calls for a new social contract: connected healthcare, well-trained managers, and government investment in occupational health. As Professor Neil Greenberg notes, “Helping people remain in or return to good work is a win-win-win — for employees, employers, and the nation.”
Comment