Employment resources for disabled people

This page brings together practical, rights-based information about employment for disabled people. It covers finding work, staying in work, workplace adjustments, and dealing with barriers created by employers or systems. The focus is on removing obstacles, not changing disabled people.

Employment and disability: the basics

Workplaces are often built around assumptions about how people move, communicate, process information, or manage energy. These assumptions exclude many disabled people before a job even begins. Recruitment processes, rigid hours, inaccessible offices, and inflexible management all play a role.

Disabled people are underrepresented in paid work not because of a lack of skill or motivation, but because systems are slow to adapt. Changing how work is organised removes barriers for everyone, including parents, carers, and older workers.

Finding work as a disabled person

Looking for work can involve extra labour for disabled people. Application forms may not be accessible, interviews may rely on unspoken social rules, and employers may misunderstand adjustments.

Support can include:

• Accessible recruitment processes
• Clear job descriptions focused on essential tasks
• Alternative interview formats
• Honest conversations about adjustments from the start

Many disabled people also choose self-employment or freelance work to gain control over hours, workload, and environment. This can remove barriers created by traditional workplaces, though it also comes with financial and administrative challenges.

Workplace adjustments and access

Adjustments are changes that remove barriers at work. They are often simple and low-cost, but they can make a decisive difference.

Examples include:

• Flexible start and finish times
• Remote or hybrid working
• Adjusted duties or workload pacing
• Assistive technology or adapted equipment
• Quiet workspaces or clear written instructions

Adjustments should be led by the disabled person’s own knowledge of what works for them. One size does not fit all.

Staying in work after illness or impairment

People become disabled at all stages of life. Staying in work after illness, injury, or diagnosis often depends on whether employers are willing to adapt.

Barriers frequently appear during return-to-work processes, where pressure to resume previous hours or duties ignores changes in access needs. Phased returns, role adjustments, and honest communication help people stay in work without risking their health.

Employment rights and protections

Disabled workers have legal protections against discrimination and the right to reasonable adjustments. These rights apply during recruitment, employment, and redundancy processes.

Understanding rights can be empowering, especially when facing poor treatment at work. Clear records, written requests, and external advice services can all help when challenging decisions.

When work is not accessible

Not all workplaces are willing to change. In these cases, disabled people may need to explore alternatives such as different roles, self-employment, or periods away from paid work.

This is not a personal failure. It reflects how narrow many ideas of ‘work’ still are. Valuing unpaid labour, creativity, and community contribution matters too.

Building inclusive workplaces

Inclusive employment is not about charity or lowered standards. It is about designing work around real people.

Employers who listen to disabled workers tend to see wider benefits, including better retention, clearer communication, and healthier workplace cultures. Inclusive design at work improves access for everyone.

Useful Links for Employment Options

HVAC Work Offers Opportunity, Stability, and Flexibility for Disabled Workers