Right-to-Try Rules Give People with Health Conditions More Freedom to Seek Work

Why It Matters

By guaranteeing benefit continuity, the policy reduces a key disincentive for disabled people to enter the labour market, potentially lowering welfare spending and expanding the talent pool. Its success, however, depends on complementary employer engagement and robust employment support.

Key Takeaways

• Law shields ESA, PIP, Universal Credit claimants from benefit loss when working.
• Volunteers also protected, removing a common barrier to gaining experience.
• WorkWell and Connect to Work target 550,000 disabled people.
• Critics warn employers may still resist hiring disabled workers without support.
• Only 2.5% of long‑term sick return to work, many jobs short‑lived.

Pulse Analysis

The new "right‑to‑try" legislation marks a significant shift in the UK’s disability welfare framework. Historically, claimants faced a stark choice: stay on benefits or risk losing them by seeking employment. A recent DWP survey highlighted that more than a third of disabled individuals are held back by this fear, creating a hidden reserve of untapped labour. By decoupling benefit eligibility from initial work attempts, the government aims to lower that psychological barrier and encourage a gradual re‑entry into the economy.

Economically, the policy could ease pressure on the public purse. The Department for Work and Pensions projects that encouraging even modest work participation among the 250,000 people targeted by WorkWell and the 300,000 slated for Connect to Work could shave billions off the benefit bill over the next decade. Moreover, voluntary work often serves as a stepping stone, providing skills and confidence that translate into sustained employment. If the right‑to‑try rule succeeds, it may stimulate a virtuous cycle: more disabled workers, higher tax contributions, and reduced long‑term dependency.

Nonetheless, the legislation alone will not guarantee outcomes. Employers continue to cite concerns about accommodation costs and perceived productivity gaps. Advocacy groups stress the need for tailored support, such as flexible job designs and proactive outreach, to complement the legal safeguard. Without coordinated investment in workplace accessibility and employer incentives, the "right to try" could become a symbolic gesture rather than a catalyst for lasting change.