While the recommendation of 150 minutes of moderate activity each week remains unchanged, the updated guidance reinforces some activity is better than none and highlights the importance of reducing prolonged periods of sedentary behaviour.

For employers, this is an important reminder that workplace wellbeing should not adopt a one-size-fits-all approach.

For an employee living with a long-term condition, physical activity may need to be built up gradually and adapted around their individual circumstances. For someone returning following illness, fatigue, reduced stamina, pain or other symptoms may mean that their previous level of activity isn't immediately achievable. Similarly, disabled employees may require adapted approaches where possible.

The 150-minute recommendation should therefore be viewed as a population-level health guideline rather than a target that every employee must achieve. Instead, employers can consider:

• What level of activity is realistic for this individual?
• Could movement be incorporated into their working day?
• Are workplace activities accessible and adaptable?
• Would flexible working or a phased return help them rebuild capacity?
• Could occupational health advice help identify appropriate adjustments?

This also raises questions about the way employers design physical activity initiatives. Physical activity interventions can be valuable, but they won't necessarily be suitable for everyone and an employee managing a long-term condition or disability may feel excluded. Therefore, an inclusive approach could focus on participation and individual progress, rather than performance - employees should have choice and flexibility.

Additionally, for employers managing sickness absence and return-to-work programmes. Returning to work doesn't necessarily mean an employee has returned to their previous level of health or physical capacity. A phased return, temporary changes to duties, flexible working and appropriate rest or movement breaks can all help someone rebuild their capacity sustainably. The focus should be on what enables someone to work successfully, rather than simply what their condition prevents them from doing.

The updated guidance provides more than a reason to encourage employees to exercise. It is an opportunity for employers to consider whether the workplace itself enables people with different health needs and abilities to move, participate and work sustainably. If every movement counts, so does every employee's individual starting point and ability.