Advice stops at the report
Recommendations arrive, but duties, hours and workplace barriers remain unresolved.
WORKWARDDiscuss a pilotIndependent work-health case management
Long-term absence needs more than another report.
Workward turns clinical advice into practical action—helping employers and employees reach a safe return, modified role, redeployment or another fair, evidenced resolution.
Built for UK employers where complex cases can drift between HR, managers and Occupational Health.
One coordinated routeCase active
Clinical viewHealth capacity
Operational viewWorkplace options
Accountable decision pointA practical, owned plan
→Adjusted returnRedeploymentFair resolution
EarlyIntervene before drift
PracticalConvert advice into action
AccountableOne owner for each case
MeasurableTrack sustainable outcomes
The problem
The health issue may be complex. The process should not be.
Long-term absence often drifts because responsibility is split. A report is produced, but nobody owns the practical route from advice to action.
Ownership is fragmented
The employee, manager, HR and clinicians each hold part of the answer—but no one holds the case.
Delay becomes the default
Confidence falls, positions harden and avoidable absence becomes much harder to resolve.
How Workward works
One case lead. One practical plan. Clear next actions.
We combine work-focused clinical input with active case management. Every party knows what happens next, who owns it and when it will be reviewed.
Explore a pilot- 01
Refer and triage early
Identify urgency, functional impact and whether work itself is part of the barrier.
- 02
Assess work capacity
Focus on what the person can safely do now—not unnecessary diagnostic detail.
- 03
Build the smallest viable plan
Agree duties, hours, adjustments, treatment access or an alternative role route.
- 04
Act, chase and adapt
Track employer and employee actions, test the plan safely and intervene when progress stalls.
A fair way forward
Support and accountability belong in the same process.
Workward is supportive without being vague—and firm without turning illness into misconduct.
A safer, clearer route back
- One consistent case contact
- Functional, confidential clinical input
- Practical adjustments and graded trials
- A clear plan if the original role is the barrier
Decisions that do not drift
- Named owners and service-level deadlines
- Reasonable engagement expectations
- Early escalation of blocked adjustments
- Evidence for a fair capability route when needed
Workward does not force unsafe returns. Success is a sustainable return—or another fair, timely and properly evidenced resolution.
Measured, not assumed
We track what lasts—not merely the first day back.
4weeks
13weeks
26weeks
Time to a safe work trial
How quickly a practical option is identified and attempted.
Sustainable return
Whether work is maintained at 4, 13 and 26 weeks.
Absence and recurrence
Days absent, repeat absence and avoidable employment exits.
Employer responsiveness
How quickly adjustments and management actions are delivered.
Fairness and safety
Experience, adverse events, grievances and equality outcomes.
Commercial value
Productive days recovered, replacement cost and retention.
Where we fit
Designed for employers with enough absence to justify active intervention.
500+ employees or a defined high-absence division
4+ weeks long-term absence cohort
Multiple parties across HR, management, OH and treatment
Clear need to improve outcomes and demonstrate value
Pilot partnerships
Start with a defined cohort—not a transformation programme.
We will agree a baseline, take ownership of a manageable group of live cases, and report the clinical, operational and financial outcomes transparently.
A first conversation covers:
- Your absence profile and current pathway
- A safe, measurable pilot cohort
- Responsibilities, service levels and governance
- Commercial structure and success measures
Straight answers
What Workward is—and what it is not.
Does this replace Occupational Health?
No. Workward brings work-focused clinical input into a wider case-management process and makes sure agreed actions happen.
Is this a punitive absence service?
No. Illness is not misconduct. We pair meaningful support with reasonable engagement and a clear, fair decision process.
Do we need to change our existing policies?
Not to begin a conversation. A pilot is adapted to your contracts, policies, collective arrangements and governance.