A growing number of young British workers fear their working lives may be cut short as worsening health threatens to push them out of employment entirely.
According to new national research, 43% of workers aged 16 to 24 believe their declining health could cost them their job in future. Almost a quarter (23%) of this age group already rate their mental health as poor, while over a third (34%) say their job is actively harming their wellbeing.
The findings, based on a survey of nearly 3,800 UK workers by the Work Foundation at Lancaster University, reveal health and work issues that risk sidelining younger employees at the very start of their careers. Without action, researchers warn, a significant portion of the workforce could face premature exit driven by preventable ill-health.
The report estimates that 6% of UK workers, equating to more than 1 million people, expect to leave their job within the next year due to health reasons, either to seek work that better accommodates their needs or to exit work altogether.
Overall, one in five UK employees (20%) describe themselves as being in poor health. These workers are twice as likely to believe they won’t be in employment within three years, demonstrating the growing pressure ill-health is placing on job retention and workforce stability.
“This new analysis suggests that without additional support, we could see a new generation scarred by unemployment and economic inactivity in the early years of their working lives,” said Ben Harrison, director of the Work Foundation. “This could have major implications for communities, employers and local economies across the UK.”
Harrison said “[s]imilar risks can also be observed for those on low incomes and those already in poor health. Without a national reset on health and work that expands access to flexible working, occupational health services and tailored employment support, many more workers could potentially leave work early due to ill health.”
He added that this would “provide a direct challenge to the Government’s ambition to grow the economy and boost living standards”.
Divides Widen Between High And Low Earners
Beyond age, income emerges as a strong predictor of vulnerability. Workers earning under £25,000 annually are significantly less likely to access workplace benefits and protections that support health and retention.
Just over half (53%) of low-income workers are offered paid time off to attend medical appointments, compared to 79% of higher earners. Less than half (46%) feel confident taking sick leave when needed, while the equivalent figure among higher-paid staff is 74%.
Access to occupational health provision is also uneven: 42% of low-income workers report their employer offers no such support, compared to only 16% of high earners.
For those already in poor health, access to flexibility and security is even more limited. Only 27% of employees in poor health have flexibility over their work location, compared to 53% of their healthier peers. Autonomy over job tasks (44% vs 69%), job security (39% vs 67%) and comfort discussing mental health with employers (37% vs 58%) also show marked disparities.
Professor Stavroula Leka of Lancaster University described the risks as urgent. “This new evidence suggests the UK could face more talent leaving the workforce due to ill-health in future years. The UK is facing a complex web of challenges when it comes to health and employment,” he said.
“The wave of workers leaving the labour market prematurely is not going to stop unless health is prioritised in the workplace. With younger workers and those on low incomes being particularly hard hit, action needs to be taken quickly to improve prospects and experiences before lasting damage is done.”
Redesigning Work To Retain Talent
The Work Foundation calls for a comprehensive redesign of work to stem the rising flow of workers leaving due to ill-health. They argue that early and sustained intervention is essential to ensure younger and lower-income workers can build stable, long-term careers.
Its recommendations include:
- Expanding holistic occupational health services, ensuring support is available for physical and mental health challenges early, before problems escalate.
- Strengthening sick pay and leave policies, so all workers feel safe and supported when managing health needs.
- Guaranteeing access to flexible working arrangements that allow employees to adapt roles around their condition without sacrificing job security or income.
- Enhancing employment rights for low-paid workers, closing the gap in protections and access to health support between higher and lower earners.
- Providing targeted support for young workers, including early access to NHS mental health services, tailored employment support for those out of work, and guarantees that all young people can secure good quality jobs.
Implications for Employers
For employers, the findings carry warnings and practical implications:
Early-career attrition threatens future skills pipelines, particularly in sectors reliant on younger or lower-paid staff such as retail, hospitality, care and entry-level services.
Workplace inequality is widening, with poorer access to flexibility, health services and security leaving vulnerable workers unsupported as health deteriorates.
Proactive investment in wellbeing delivers returns, reducing long-term sickness absence, improving retention, and building reputational advantages in competitive labour markets.