Good work and health: resources for employees and jobseekers

If you are looking for help to find a job in Norfolk or Suffolk, the organisations below can provide support and guidance: 

• Norfolk Connect to Work service via Working Well Norfolk – Norfolk County Council 
• Suffolk Connect to Work service via Connect to Work Suffolk – Seetec 
• Employment support as part of Norfolk & Suffolk Talking Therapies services Employment Support – Wellbeing Suffolk 
• Outstanding Futures – skills and training, East Anglia 
• Realise Futures, Suffolk 

Specialist organisations
The organisations and websites below provide specialist employment, skills and training support for particular groups, including young people, people with disabilities, care leavers and veterans. 

YES. Youth employment service
YES supports 16–24-year-olds in East Suffolk and Ipswich to take their next steps into work, education or training. The service can help young people build confidence, explore opportunities and move towards a positive future.

Voluntary Norfolk
Voluntary Norfolk supports young carers and people from disadvantaged communities to access employment, education and training through tailored advice, skills development and one-to-one support

SEND Local Offers
Visit the Suffolk Local Offer website or SEND Local Offer – Norfolk County Council to find skills, employment and preparing-for-adulthood support for young people with SEND and their families.

Disability Employment Advisers
Local Disability Employment Advisers are based in Jobcentres across Norfolk and Suffolk. You can use the Find your nearest Jobcentre Plus office service to locate your local Jobcentre.

Disability Employment Advisers are specialists who support people with disabilities or health conditions to access the right help to move towards, find or stay in work. They work alongside Work Coaches to provide tailored support.

If you need more detailed advice or specialist support, you can ask for a Disability Employment Adviser to join your appointment at your local Jobcentre.

The Poppy Factory
The Poppy Factory Employment Service provides employment support for veterans in England and Wales. The service helps veterans move towards, find and sustain work that matches their skills, goals and circumstances.

Support can include:

• advice on suitable job opportunities
• help with CVs, application forms and interview preparation
• support to apply for training or qualification grants, where eligible
• regular contact after starting work to help veterans settle in and sustain employment
• working with veterans and employers to overcome barriers and find practical solutions
• joint working with partner organisations to provide consistent, joined-up support.

Norfolk and Suffolk County Councils offer free Skills Bootcamps through a range of training providers. These courses are designed around the skills employers need, helping you build experience in sectors where there are local job opportunities.

Skills Bootcamps last from 60 hours up to 16 weeks and are designed to fit around other commitments. They provide sector-specific training at Levels 2 to 5, from GCSE to HND equivalent, and can support you to move into work, progress in your current role or take on more work if you are self-employed.

Adult education
Norfolk’s Adult Learning and Skills  and Suffolk’s Adult Learning Service offer accessible education and skills development opportunities for adults across Norfolk and Suffolk.

They provide a wide range of courses, including English, maths, ESOL, vocational qualifications, digital skills and employability support. Courses are designed to help people build confidence, improve job prospects and work towards personal goals through flexible, community-based learning.

Many programmes are fully funded or subsidised, helping to make learning inclusive and affordable.

LinkedIn Learning
Anyone with a library card or library account in Norfolk or Suffolk can access LinkedIn Learning for free. It offers more than 20,000 online courses across a wide range of topics, including business, IT, software, creative skills and personal development, all delivered by experts in their field. You can also download a certificate when you complete a course.

You do not need a LinkedIn account to use LinkedIn Learning through your library. All you need is your library account login details. Visit any Norfolk or Suffolk library for more information or help to get started.

Volunteering
Volunteering can be a great way to meet people, support your community and improve your health and wellbeing. It can also help you build confidence, gain experience and develop skills that may be useful if you are thinking about moving into work.

There are several organisations that can help you find volunteering opportunities in your local community. Visit Voluntary Norfolk or Volunteer Suffolk for more information or use the Volunteering Matters postcode finder to search for opportunities near you.

Work experience and apprenticeships
Work experience and apprenticeships are open to people of all ages and can be a useful way to return to work, build confidence, gain new skills or retrain for a different career. Your Local Jobcentre Plus team can help you explore these opportunities, or you can contact organisations directly to ask whether they offer work experience or apprenticeship placements.

You can also browse local apprenticeship opportunities through Apprenticeships Norfolk  and Apprenticeships Suffolk.

What is Statutory Sick Pay (SSP)?
Statutory Sick Pay is paid by employers for up to 28 weeks if you are eligible. It is paid at a standard weekly rate and usually depends on your earnings meeting the Lower Earnings Limit.

You can read more on the Statutory Sick Pay guidance from GOV.UK

When do I need a fit note?
For the first 7 days of sickness absence, you can usually self-certify. After 7 days, your employer may ask for a fit note from an approved healthcare professional.

The Fit Note Guidance for Patients and Employees explains what fit notes mean and how they should be used.

Can my employer reject a fit note?
Your employer can ask questions about a fit note or seek further advice, such as from Occupational Health. However, they should not ignore a valid fit note when considering Statutory Sick Pay or discussing your return to work.

For more information about your rights, see the ACAS guide on proving and checking sickness absence.

Will I receive Statutory Sick Pay on a zero-hours or casual contract?
Yes, you may be eligible for Statutory Sick Pay if you meet the earnings threshold, based on your average earnings.

The GOV.UK page on Statutory Sick Pay eligibility explains the criteria and who can claim.

What happens when Statutory Sick Pay runs out?
When Statutory Sick Pay ends, your employer should give you form SSP1. This explains why SSP has stopped and may help you apply for other financial support, such as New Style Employment and Support Allowance.

The Citizens Advice guide on Employment and Support Allowance explains what you may be able to apply for and what to do next.

What counts as a disability?
A condition may be considered a disability if it has a substantial and long-term effect on your ability to carry out normal day-to-day activities. “Long-term” usually means it has lasted, or is expected to last, 12 months or more.

The GOV.UK definition of disability under the Equality Act provides examples and further guidance.

What are “reasonable adjustments”?
Reasonable adjustments are changes an employer can make to reduce barriers at work for someone with a disability or health condition. Examples may include:

• flexible working hours
• changes to duties or workload
• specialist equipment or assistive technology
• remote or hybrid working, where appropriate
• a phased return to work after sickness absence

The GOV.UK guidance on reasonable adjustments for disabled workers explains employers’ responsibilities. You can also use our local Reasonable Adjustments Guide to help identify the types of adjustments you may want to discuss with your employer.

How do I request reasonable adjustments?
Talk to your employer. It can help to explain:

• how your condition or disability affects you at work
• any barriers you are experiencing
• what changes or support may help you do your job

The disability charity Scope provides a practical guide titled Reasonable Adjustments at Work. You can also use our local Reasonable Adjustments Guide to help identify the types of adjustments you may want to discuss with your employer.

Can reasonable adjustments be refused?
Yes, but only if the employer can show that the adjustment is not reasonable. For example, this might be because it would be unworkable, unsafe or disproportionately costly. Employers should consider each request individually and explore possible alternatives where needed.

The Equality Act 2010 explains the employer’s duty to make reasonable adjustments.

Do I have to tell my employer about my disability?
No, you do not have to tell your employer about your disability unless you choose to. However, your employer can usually only consider reasonable adjustments if they know, or could reasonably be expected to know, that you have a disability or health condition.

Mind’s Telling Your Employer About Your Mental Health page gives advice on how to have this conversation in a way that feels right for you.

Do mental health conditions count as disabilities?
Yes — some long-term mental health conditions, such as depression, anxiety, PTSD or bipolar disorder, may be considered disabilities under the Equality Act 2010 if they have a substantial and long-term impact on daily life.

Mind’s Workplace Mental Health Rights guidance explains how this works.

What mental-health related adjustments can I request?
Examples may include:

• structured written instructions
• flexible working hours
• a reduced caseload or adjusted duties
• time off to attend therapy or appointments
• hybrid or remote working, where appropriate

ACAS provides practical examples of reasonable adjustments for mental health at work. You can also use our local Reasonable Adjustments Guide to help identify the types of adjustments you may want to discuss with your employer.

Can employers discipline disability-related absence?
Employers should consider whether absence triggers or sickness absence processes need to be adjusted to avoid unfair treatment related to disability.

The Citizens Advice guidance on dealing with discrimination at work explains this duty.

What happens at an Occupational Health assessment?
An Occupational Health clinician will usually look at what you can do, how your health affects your work, and what adjustments or support may help. Your employer will not receive your full medical records, but they may receive an Occupational Health report with recommendations. Not all employers have access to Occupational Health services.

ACAS provides further information on fit notes and Occupational Health on its Fit Notes and Proof of Sickness page.

Can I refuse Occupational Health?
Yes, you can refuse an Occupational Health referral or assessment. However, this may make it harder for your employer to understand your needs, consider adjustments and provide the right support.

Mind provides further guidance in its Legal Rights and Work section.

Can I be dismissed while off sick?
Yes, but your employer should follow a fair process before making any decision. This should include reviewing medical evidence, considering reasonable adjustments or other support, and treating dismissal as a last resort.

The Citizens Advice Check if your dismissal is unfair guidance explains how this should be handled.

What is a capability procedure?
A capability procedure is a formal process an employer may use when health or disability affects someone’s ability to do their job. It should be fair, based on evidence, and include consideration of reasonable adjustments or other support before any decisions are made.

For more information, visit the ACAS Capability and performance page.

Can I be dismissed for disability-related performance issues?
Not if reasonable adjustments could reasonably help you do the job. Your employer should consider adjustments and support before taking formal action or making any decision about dismissal.

For more information, see GOV.UK’s overview of disabled workers’ rights.

What if the job becomes unsafe due to my health?
Your employer should consider reasonable adjustments or suitable alternative roles before making any decision about dismissal. Dismissal should only be considered as a last resort, once all reasonable alternatives have been explored.

ACAS provides further information on health, safety and wellbeing at work.

Can my employer require me to return early?
No — if your fit note says you are not fit for work, your employer should not ask you to return before you are ready. If your fit note says you “may be fit for work”, any adjustments or changes should be discussed and agreed first.

Further information is available in the GOV.UK Fit Note Guidance.

What is a phased return to work?
A phased return to work is a gradual increase in working hours, duties or responsibilities over an agreed period of time. It is often recommended by a GP, Occupational Health professional or other healthcare professional to support a safe and sustainable return to work.

Visit the ACAS website for information and advice on returning to work after absence. The NHS website also provides guidance on returning to work after mental health issues.