Fit Note Reform: What Employers Need to Know

The UK Government has announced a year-long pilot scheme that could significantly change how employees are signed off work and supported back into the workplace.

Proposed fit note reforms could change how employers support sickness absence and return-to-work plans.

Under the trial, GPs in four areas will no longer be the main route for issuing sick notes. Instead, employees may be referred to community health workers or occupational health professionals who can create more personalised return-to-work plans. These plans are expected to focus on practical support, workplace adjustments and helping people remain in, or return to, work where possible.

The pilot comes amid growing concern that the current fit note system is not delivering the right outcomes for employees, employers or GPs. More than 11 million fit notes were issued last year, with the vast majority stating that individuals were “not fit for work”. For many businesses, this can leave uncertainty around absence timelines, the support required and how best to manage a return to work.

For employers, this reform could be a positive step, but only if businesses are properly involved in the process.

At Tick HR Solutions, we regularly support organisations with absence management, return-to-work processes and reasonable adjustments. One of the biggest challenges employers face is knowing how to balance business needs with employee wellbeing, particularly when medical guidance is limited or unclear.

A more joined-up approach between employees, healthcare professionals and employers could help create clearer expectations and better outcomes. However, for this to work in practice, employers need timely information, practical recommendations and confidence that any suggested adjustments are realistic for the workplace.

There are also important considerations around disability inclusion, mental health and long-term absence. Reforming fit notes alone will not solve these challenges. Employers still need strong internal policies, trained managers and a supportive culture that enables early intervention and open conversations.

The key takeaway for businesses is clear: now is the time to review your absence management procedures.

Employers should consider:

Are managers confident handling sickness absence conversations?

Do return-to-work meetings happen consistently?

Are reasonable adjustments being considered and documented properly?

Is there a clear process for long-term absence?

Are policies aligned with current employment law and best practice?

If implemented well, the proposed changes could help reduce unnecessary long-term absence and support more employees to stay connected to work. But success will depend on clear communication, employer engagement and practical HR support.

Tick HR Solutions can help businesses prepare by reviewing absence policies, advising on return-to-work plans and supporting managers with difficult conversations.

A proactive approach now can make all the difference later.

Call our team on 01522 448 181 to find out more.