Obesity remains one of the UK’s most significant public health challenges, affecting individual wellbeing as well as having wider impact over workplace dynamics and employer responsibilities. For organisations, addressing this issue means creating an environment that supports employee health while meeting legal obligations and fostering a culture of respect and inclusion.

The Stats: Obesity and the UK Workforce

More than 25% of UK adults are classified as obese, with the UK now reporting one of the highest rates in Europe. The Institute for Public Policy Research estimates that obesity-related issues cost the UK economy around £27 billion each year, much of this due to lost productivity and increased sickness absence.

Importantly for employers, individuals with a BMI over 40 are 147% more likely to take sick leave, and around 31% of people with severe obesity report facing discrimination at work. The implications are clear: this is not just a personal or public health issue, it’s an organisational and legal one too.

Legal Landscape: Is Obesity a Disability?

While obesity is not a protected characteristic under the Equality Act 2010, UK and European case law makes it clear that severe obesity may qualify as a disability if it substantially impacts day-to-day activities. In these instances, employers must make reasonable adjustments, as they would for any other long-term physical or mental impairment.

For example, this could include provision of bariatric furniture or larger chairs, adjustments to workspaces or uniforms and flexible working arrangements, in addition to ensuring the private and respectful delivery of medical or weight-related information.

Employers must also avoid discriminatory practices, including weight-related jokes, assumptions about ability, or treating someone less favourably due to their size. This includes language used in meetings, internal communications, and during recruitment.

A Duty of Care and Compliance

Beyond the Equality Act, the Health and Safety at Work Act 1974 and The Management of Health and Safety at Work Regulations 1999 impose a duty to safeguard employees’ welfare. This includes carrying out DSE (Display Screen Equipment) assessments that take individual needs into account and providing a safe and suitable working environment physically and psychologically, with suitable training and information.

Employers or service providers in the public sector are also expected to uphold the Public Sector Equality Duty, which includes considering health inequalities and ensuring inclusive workplace practices.

Practical Steps for Employers

While discussing weight can be sensitive, the solution lies in inclusive, proactive, and health-focused policies. Here’s how employers can approach this constructively:

1. Develop inclusive policies

Ensure your Equality and Diversity and Anti-Harassment policies explicitly cover size-based discrimination. Review policies for language that could exclude or stigmatise.

2. Make reasonable adjustments

If an employee’s obesity qualifies as a disability, assess whether reasonable adjustments are needed:

  • Larger chairs or desks
  • Adjusted uniforms
  • Hybrid working arrangements

3. Support without stigma

Avoid wellness programmes that focus solely on weight loss. Instead consider offering:

  • Training & Wellbeing Wellness Checks
  • Mental Health support focused on body image and self-esteem
  • Healthy food options and space for food preparation in communal areas
  • Flexible scheduling to encourage activity during the workday

4. Create a movement-friendly workplace

The sedentary nature of modern work is a hidden contributor to obesity. Employers can:

  • Encourage movement through walking meetings, standing desks, or team step challenges
  • Embed movement policies and train managers to support active habits
  • Review DSE assessments regularly to prevent musculoskeletal issues

5. Train your teams

Provide training on:

  • Unconscious bias related to weight and size
  • Handling health discussions sensitively
  • Inclusive communication strategies

Key Risks to Avoid

Employers must be mindful of the following legal and ethical pitfalls:

  • Making unlawful health enquiries about weight during recruitment
  • Publicly discussing an employee’s health or size
  • Implementing wellness initiatives that pressure employees or harm Mental Health
  • Failing to act on size-based bullying

These actions not only damage trust, they could also lead to harassment or discrimination claims.

A Strategic Opportunity

While managing obesity in the workplace can seem complex, it presents a valuable opportunity to build more resilient, inclusive, and productive teams. By focusing on health and capability rather than appearance or blame, businesses can create a culture where all employees can thrive.

Partnering for a Healthier Workforce

There are a range of sector experts providing support to organisations, including:

How Loch can Support Your Business

Our comprehensive range of services support businesses in promoting equality and wellbeing, offering expert guidance on managing obesity in your workplace and preventing your business from the risk of claims against you.  Get in touch with our experts today to discuss how we can support you and your team.